Director, Global Talent Management

Join Franklin Electric on our mission to empower communities with sustainable water management solutions, where your expertise will play a vital role in shaping a better future for generations to come.

Human Resources

US - Indiana - Fort Wayne

The Director, Talent Management leads the design, ideation, and evolution of Franklin Electric’s enterprise systems for leadership growth, succession, and high‑potential development. This role serves as the architect of the integrated strategies, tools, insights, and experiences that intentionally build Franklin’s next generation of leaders, ensuring sustained capability, continuity, and a strong, values‑driven culture.

Working in close partnership with the CHRO, this role helps shape how Franklin identifies, develops, and advances leaders at all levels, with succession planning embedded as a core outcome of a broader leadership growth system. Together, they define how leadership quality, culture, and performance translate into long‑term enterprise value.

As a key leader within Franklin’s HR Operating System (HROS), this role brings to life the Five Levers – succession depth, leadership attraction, culture activation, LTI alignment, and enterprise storytelling – clearly connecting leadership growth and cultural impact to business results.

Franklin Electric is a diverse team of innovators making a positive global impact since 1944. We offer innovative water solutions, ensuring access, treatment, and efficient management of this vital resource. Our commitment to excellence is reflected in our innovative products, industry‑leading quality products, exceptional customer service, employee development, and passion for social responsibility.

• Design and lead an enterprise leadership growth framework that builds‑ready leaders through assessment, development, mobility, and experience‑based learning.
• Establish and continuously evolve a robust enterprise succession approach for critical leadership roles, ensuring strong pipelines, readiness, and continuity.
• Define and advance a modern leadership model that integrates performance, potential, and culture‑aligned behaviors.
• Partner with the CHRO and HR leaders to drive enterprise talent reviews, leadership growth discussions, and succession planning aligned to business strategy.
• Lead the creation and delivery of leadership development experiences, mentoring, coaching, and internal mobility programs that accelerate leader readiness.
• Embed culture intentionally into leadership systems, ensuring leadership behaviors reinforce Franklin’s values, operating principles, and desired culture.
• Introduce external talent intelligence and market insights to benchmark leadership capability and inform leadership investment decisions.
• Align incentives, recognition, and long‑term rewards with leadership growth, culture stewardship, and enterprise impact.
• Maintain and evolve an enterprise talent and leadership dashboard tracking readiness, diversity, pipeline health, and leadership velocity.
• Partner with Business Talent Leaders to embed consistent, scalable leadership growth and succession practices across all business units.
• Strengthen Franklin’s leadership and culture brand through thoughtfully designed tools, messaging, and enterprise storytelling.

• A clearly defined, enterprise‑wide leadership growth system with succession planning embedded as a core outcome.
• Strong and sustainable leadership pipelines for critical and emerging leadership roles.
• Improved leadership readiness, internal mobility, and cross‑functional movement.
• Increased engagement, retention, and development of high‑potential and future leadership talent.
• Positive CHRO and senior leader feedback on leadership insights, cultural impact, design quality, and execution.
• Clear linkage between leadership growth, culture activation, and business performance.

• Bachelor’s degree in HR, Business, or related field;
  Master’s preferred.
• 10+ years of experience in talent management, leadership development, or organizational effectiveness.
• Demonstrated experience designing and scaling enterprise leadership growth and succession…