Imagine working at the forefront of innovation in fluid-flow technology, with over 1,600 colleagues across the globe, and contributing to a legacy of excellence that spans eight manufacturing facilities on four continents. Armstrong Fluid Technology is more than just a leader in our industry; we are a community of the brightest and most creative minds, driven by a shared mission to engineer the future and safeguard our planet.
This role leads the design, implementation and continuous improvement of Armstrong's global talent, learning and performance agenda. This role will translate business priorities into scalable people-development solutions that strengthen leadership capability, build critical technical and functional skills, improve performance, and create a strong internal talent pipeline.
The role will have particular focus on building a more integrated talent ecosystem across performance management, talent reviews, succession, career development, learning academies, leadership development and high-potential development. The successful candidate will operate as both a strategic talent advisor and hands-on program leader, partnering closely with business leaders, HR Business Partners and functional experts across regions.
Key Responsibilities
1. Talent Management & Succession
• Lead Armstrong's global talent management framework, including talent reviews, succession planning, high-potential identification and development.
• Establish consistent processes for identifying critical roles, talent risks, successors and development priorities across regions.
• Partner with leaders and HRBPs to develop succession plans for critical and leadership positions.
• Build talent pipelines for key business and functional capabilities.
• Develop and maintain talent dashboards and analytics to identify talent risks, movement, readiness and development trends.
• Support the development of career pathways and internal mobility strategies.
• Facilitate talent review and calibration discussions with leaders, ensuring consistency, transparency and quality of talent decisions.
• Establish and monitor Individual Development Plans (IDPs) for identified talent and leadership populations.
2. Learning & Capability Development
• Develop and execute Armstrong's global learning strategy aligned with business priorities and capability gaps.
• Lead the evolution of Armstrong University and its associated functional and leadership academies.
• Establish frameworks for technical, functional, leadership and manufacturing/operations capability development.
• Partner with subject-matter experts to translate business knowledge into scalable learning solutions.
• Establish standards for curriculum design, learning pathways, content lifecycle management and program effectiveness.
• Oversee the design and delivery of leadership development programs for people managers and senior leaders.
• Develop targeted capability-building interventions for critical populations, including sales, engineering, manufacturing, operations and emerging leaders.
• Evaluate learning technologies, external providers and learning platforms to ensure Armstrong has an effective and sustainable learning ecosystem.
• Establish measures of learning effectiveness, application and business impact.
3. Performance Management
• Own the global performance management framework and continuously improve the employee and manager experience.
• Lead the annual performance management cycle, including goal setting, reviews, calibration and development planning.
• Partner with HR and business leaders to strengthen the quality of SMART goals, performance conversations and differentiation.
• Design and facilitate manager training on goal setting, performance conversations, feedback, calibration and development.
• Analyze performance data to identify trends, capability gaps and opportunities to improve organizational effectiveness.
• Ensure performance management is appropriately integrated with talent reviews, succession, development and rewards processes.
• Drive continuous improvement of the performance management process, technology and governance.
4. Leadership Development
• Design and implement a global leadership development architecture aligned with Armstrong's leadership expectations and business strategy.
• Build development journeys across leadership levels, from first-time managers through senior leaders.
• Establish core leadership capabilities and learning experiences that support Armstrong's evolving operating model.
• Partner with executives and HRBPs to identify leadership capability priorities.
• Develop executive and emerging-leader development initiatives, including coaching, assessment and targeted development interventions where appropriate.
• Support the integration of Armstrong's values, leadership expectations and operating principles into leadership development.
5. Talent & Learning Analytics
• Build meaningful dashboards and reporting for talent, learning and performance.
• Track measures such as:
o Succession coverage and readiness
o Critical-role talent risk
o Internal mobility and promotions
o HiPo development
o IDP completion and quality
o Learning participation and effectiveness
o Leadership program impact
o Performance distribution and calibration trends
o Manager capability indicators
• Use data and insights to help leaders make informed talent decisions.
• Establish a disciplined approach to measuring the business impact of major talent and learning investments.
6. Program Governance & Operations
• Establish governance, standards, processes and documentation for global talent and learning programs.
• Ensure programs are scalable and appropriately standardized while allowing for regional requirements.
• Manage external vendors, consultants and learning partners where required.
• Develop project plans, budgets, timelines and success measures for major initiatives.
• Ensure effective stakeholder communication and change management for global HR programs.
• Continuously identify opportunities to simplify, digitize and automate talent and learning processes.
7. HR & Business Partnership
• Partner closely with HRBPs and business leaders to diagnose organizational and capability needs.
• Translate business challenges into practical talent, learning and performance solutions.
• Provide thought partnership to leaders on talent development, organizational capability and leadership effectiveness.
• Collaborate with HR Operations, HR Technology, Compensation and other HR teams to ensure an integrated employee lifecycle.
• Build strong relationships with regional HR teams and functional leaders across Canada, USA, UK/EMEA, India/APAC and other Armstrong locations.
Qualifications & Experience
Required Qualifications
• Bachelor's degree in Human Resources, Business, Organizational Psychology, Education or a related discipline.
• 8–12+ years of progressive experience across talent management, learning & development, performance management, organizational development or related HR disciplines.
• Demonstrated experience designing and implementing enterprise or global talent programs.
• Strong experience with talent reviews, succession planning, performance management and leadership development.
• Experience working with senior leaders and HR business partners.
• Experience managing complex, cross-functional projects across multiple geographies.
• Strong understanding of adult learning, leadership development and capability-building principles.
• Strong analytical and program-management capabilities.
• Excellent communication, facilitation and stakeholder-management skills.
Preferred Qualifications
• Experience in a global manufacturing, industrial, engineering, technology or similarly complex organization.
• Experience building functional or technical academies.
• Experience with HR technology, LMS/LXP platforms and performance/talent systems.
• Experience with talent analytics and workforce insights.
• Organizational development or organizational psychology education.
• Experience managing external consulting and learning partners.
Compensation
The salary range shown reflects the expected annual base salary for this open position. The role also has an additional annual bonus component. Actual compensation may vary based on various factors including experience, education, and/or skills.
This posting reflects a replacement role. Armstrong does not use artificial intelligence tools to support candidate screening and assessment processes.
Why Armstrong Fluid Technology?
By joining us, you’ll become part of a global community dedicated to pushing the boundaries of fluid-flow technology while upholding Armstrong's commitment to sustainability. You’ll have endless opportunities to learn, grow, and make a significant impact on the world. Together, we'll build tomorrow’s solutions today.