Director, Talent Management

Join DayOne – Shaping the Future of Data Infrastructure

DayOne is a global leader in the development and operation of high-performance data centers. As one of the fastest-growing companies in the industry, we’ve built a robust presence across Asia and Europe — and we’re just getting started.

As we expand into new international markets, we’re looking for talented, driven individuals to join us on this exciting journey. This is more than a job — it’s an opportunity to be a key contributor to our dynamic team and help shape the future of global data infrastructure.

If you're passionate about innovation, technology, and growth, we invite you to be part of DayOne’s next chapter.

As Director – Talent Management, you will lead the design, execution, and continuous evolution of the organization's talent management strategy, ensuring our people capabilities support business growth and future workforce needs. This is a strategic yet hands-on leadership role responsible for building scalable talent frameworks, driving organizational capability, and partnering closely with senior leaders to strengthen leadership pipelines and workforce readiness.

You will establish a Talent Management Project Management Office (PMO) to drive governance, execution, and delivery of key talent initiatives across the organization. Working closely with HR Business Partners, Talent Acquisition, Learning & Development, HRIS, and business leaders, you will ensure talent programs are aligned, measurable, and embedded into the business.

This role requires an experienced HR leader who is equally comfortable shaping strategy, managing complex enterprise projects, leveraging HR technology, and engaging confidently with executive stakeholders.

Key Responsibilities

Talent Management Strategy

• Develop and execute the organization's talent management strategy aligned with business priorities and growth plans. 
• Lead enterprise-wide talent initiatives that strengthen leadership capability, organizational effectiveness, and workforce readiness. 
• Serve as a trusted advisor to senior leadership on talent-related priorities and organizational capability. 

Performance Management

• Lead the design, implementation, and continuous enhancement of the organization's performance management framework. 
• Drive goal-setting, performance review cycles, calibration processes, and performance analytics. 
• Partner with business leaders to embed a high-performance culture focused on accountability, development, and continuous feedback. 

Talent Review & Succession Planning

• Lead enterprise talent review processes to identify critical talent, high-potential employees, and succession pipelines. 
• Facilitate talent discussions with executive leadership and HR Business Partners. 
• Develop succession strategies for critical roles and monitor organizational bench strength. 

Workforce Planning & Workforce Management

• Design and implement enterprise workforce planning methodologies aligned to strategic business objectives. 
• Partner with business leaders to forecast workforce demand, identify capability gaps, and develop future workforce strategies. 
• Use workforce analytics to support informed talent and organizational decisions. 

Talent Management PMO

• Establish and lead the Talent Management Project Management Office (PMO) to govern and oversee strategic talent initiatives. 
• Develop project governance, implementation roadmaps, success metrics, risk management, and executive reporting. 
• Ensure cross-functional alignment across Talent Acquisition, HR Business Partners, Learning & Development, HR Operations, and HRIS. 

HR Technology & Talent Analytics

• Partner with HRIS teams to optimize talent processes within Workday. 
• Support the implementation and integration of Workday with external talent, skills, and workforce planning platforms. 
• Leverage talent data and analytics to provide actionable insights for senior leadership. 

Stakeholder Partnership

• Build strong relationships with business leaders and executive stakeholders across the organization. 
• Present talent insights, workforce trends, and strategic recommendations to senior leadership. 
• Influence decision-making through data, business acumen, and strong communication. 

Experience & Qualifications

• Bachelor's degree in Human Resources, Business, Psychology, or a related discipline. A postgraduate qualification is an advantage. 
• 12–15 years of progressive HR experience, including significant leadership experience in Talent Management or Organizational Development. 
• Demonstrated success leading enterprise-wide initiatives in: 
  • Performance Management 
  • Talent Review 
  • Succession Planning 
  • Workforce Planning and Workforce Management 
  • Organizational Capability and Talent Strategy 
• Experience establishing or leading complex, cross-functional HR transformation or PMO initiatives. 
• Strong working knowledge of Workday, including talent and performance modules, with experience supporting HR technology implementations or integrations. 
• Proven ability to influence and partner effectively with senior executives and business leaders. 
• Strong analytical, project management, facilitation, and presentation skills. 

Leadership Competencies

• Strategic and commercially minded with strong business acumen. 
• Executive presence with the confidence to engage and influence senior stakeholders. 
• Hands-on leader who balances strategic thinking with disciplined execution. 
• Strong program and change management capabilities. 
• Excellent communicator and facilitator, capable of leading complex talent conversations. 
• Highly collaborative, resilient, and adaptable in a fast-paced, evolving environment. 
• Data-driven with the ability to translate insights into practical business solutions. 

What Success Looks Like

Within the first 12–18 months, the Director will have:

• Established a robust Talent Management PMO with clear governance and delivery discipline. 
• Successfully enhanced the organization's performance management framework and annual talent review process. 
• Implemented a scalable workforce planning methodology that supports business growth. 
• Strengthened succession pipelines and leadership visibility into organizational capability. 
• Improved utilization of Workday talent capabilities and integrated talent data into executive decision-making. 
• Built strong credibility as a trusted talent advisor to senior leadership while delivering measurable business impact. 

DayOne is proud to be an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

If you're ready to grow with one of the fastest-moving companies in the data center industry, apply now and be part of our global journey.