Lead Director, Talent Practices & Insights

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time.

Join CVS Health as the Lead Director of Talent Practices and Insights. This pivotal role will advance enterprise talent strategy by connecting talent practices, technology, data, analytics, and external best practices to improve executive and enterprise talent outcomes. The incumbent will serve as the primary functional point person for Organizational Enablement and Talent Management on talent technology, reporting, data, analytics, and governance. This leader will translate business priorities into documented requirements, roadmap priorities, Workday Talent enhancements, reporting solutions, and scalable capabilities that support CPOs, senior leaders, and enterprise HR transformation efforts.

The role has three primary focus areas:

Talent Technology Strategy, Functional Product Ownership and Roadmap: Serve as the business lead and strategic advisor for Talent technology capabilities within the Talent Management and Organization Enablement teams. You will partner with Talent leaders, HR Technology, and Strategy and Transformation to shape technology requirements, define roadmap priorities, and influence investment decisions

Talent Insights, Reporting Ecosystem and Data Governance: Orchestrate a reporting and analytics ecosystem across HR Analytics, DDAT, HR Technology, Workday product teams, and other partners, ensuring talent data, dashboards, reporting, and insights are accurate, accessible, actionable, and aligned to business needs.

Enterprise Talent Strategy and Best Practices: Use internal data, external trends, emerging technologies, and leading talent practices to influence enterprise talent strategies, executive talent processes, and HR transformation priorities.

Responsibilities:

This role operates in a highly matrixed environment and achieves outcomes through partnership, influence, and governance rather than direct authority over technology resources.

Serve as the primary functional leader and subject matter expert for Talent Management and Organizational Enablement on talent technology, data, reporting, analytics, and related governance practices.

Lead business roadmap planning for Talent technology capabilities, partnering with HR Technology teams to align priorities, sequencing, dependencies, and resource trade-offs to ensure the roadmap is clear, accurate, and intentional

Define what good looks like, document business requirements, evaluate design options, improve workflows, support testing, and guide scalable enhancements in partnership with technical teams for Workday Talent modules and adjacent talent tools.

Act as the primary liaison between Talent Management, Organizational Enablement, DDAT (Data, Digital, Analytics and Technology), HR Technology, HR Analytics, Workday Talent product teams, vendors, and business stakeholders to drive alignment and execution.

Partner closely with the HR Technology Portfolio Owner in HR Strategy and Transformation to align roadmap planning, portfolio priorities, governance routines, resource needs, funding decisions, dependencies, and delivery strategies.

Establish governance and operating mechanisms for talent technology and analytics, including intake, prioritization, decision rights, accountability, change management, adoption, and measurement of outcomes.

Balance day-to-day operational support and maintenance needs with scalable enhancements, product improvements, technology modernization, and longer-term transformation priorities.

Leverage and coordinate resources across HR Analytics, Reporting and Analytics, DDAT, HR Technology, Workday product teams, and other partner groups to address ongoing reporting, dashboarding, data, and operational requests while maintaining focus on strategic priorities.

Optimize Workday Talent and related solutions to simplify processes, improve user experience, strengthen data quality, support executive talent processes, and enable better talent decisions.

Lead or support requirements gathering, process mapping, enhancement backlog management, user acceptance testing, stakeholder alignment, adoption planning, and post-implementation optimization for talent technology initiatives.

Build trusted relationships with CPOs, HRLT members, HRBPs, HR COEs, DDAT partners, HR Analytics, HR Strategy and Transformation, and business stakeholders to influence priorities and drive outcomes in a highly matrixed environment.

Use talent data, external trends, colleague performance, engagement insights, and leading practices to provide strategic recommendations that strengthen talent development, retention, succession, performance, assessment, and executive talent strategies.

Expand the reach of proactive talent data utilization and insight-driven decision making across Talent Management, Organizational Enablement, HRBP, and leadership communities.

Create and deliver executive-ready reports, dashboards, presentations, and recommendations that communicate key insights, decisions, risks, dependencies, and actions to the Talent Management Leadership Team, CPOs, HR leaders, and senior stakeholders.Qualifications:

Required Qualifications

8+ years of experience in Talent Management, HR technology, HR analytics, HR transformation, or a related field.

10 years of overall related work experience

2+ years of hands-on experience with Workday Talent Module in a Talent Management HR COE or similar functional role, including business process design, requirements gathering, enhancement prioritization, testing, implementation support, reporting, data quality, and stakeholder management.

Strong functional experience in Talent Management processes, including areas such as succession planning, talent reviews, performance management, assessments, leadership development, onboarding, internal mobility, and executive talent processes.

Demonstrated experience translating business needs into documented functional requirements, process maps, roadmaps, enhancement backlogs, and scalable technology or reporting solutions.

Experience serving as a functional product owner, business analyst, technology lead, or subject matter expert for Talent Management technology solutions.

Proven ability to develop technology roadmaps, manage enhancement portfolios, establish governance routines, and balance operational support with transformation priorities.

Ability to influence and align stakeholders across complex, matrixed environments, including HR, DDAT, HR Technology, HR Analytics, operations, vendors, and business leaders.

Strong knowledge of data analysis methodologies, reporting ecosystems, data governance, dashboarding, visualization techniques, and insight generation.

Strong analytical and problem-solving skills, with the ability to identify root causes, evaluate options, simplify complexity, and recommend practical solutions.

Strong verbal and written communication skills, with the ability to present complex technology, data, and talent insights in a clear, concise, and actionable manner for senior leaders.

Ability to understand external market trends, emerging technologies, Workday capabilities, and leading practices in talent management and apply them to improve business outcomes.

Bachelor's degree in Human Resources, Business Administration, I/O Psychology, Technology, Analytics, or related field. A master's degree or relevant certification is preferred.

Preferred Qualifications:

Experience supporting large-scale HR transformation initiatives or enterprise HR Signature