Talent COE Leader

Join Enpro as the Talent COE Leader to help shape the future of our organization by building the leadership, workforce, and organizational capabilities that will drive long-term business success. This newly created role represents an exciting opportunity to design and lead an integrated talent system that strengthens how we attract, develop, engage, and retain talent across our global organization.

As a trusted advisor to the CEO, CHRO, and executive leadership team, you will influence enterprise talent decisions, strengthen leadership pipelines, and help ensure Enpro has the leadership depth, workforce capability, and succession readiness required to achieve its strategic objectives and long-term growth.

Role Overview

The Talent COE leader is responsible for architecting and advancing Enpro's enterprise talent system to ensure the organization has the leadership, capabilities, and workforce readiness required to execute its strategy. This role integrates the functions responsible for Talent Acquisition, Performance & Succession, Talent Development, and Employee Engagement into a cohesive, data-informed framework that enables consistent, high-quality talent decisions across the enterprise.

This role represents a shift from managing discrete talent programs to leading an integrated enterprise talent system that builds organizational capability, improves talent outcomes, and enables business success at scale. The leader will balance strategic vision with operational rigor, ensuring talent practices are simple, scalable, data-informed, and consistently executed across the enterprise.

While Charlotte, NC is the preferred location for this position, we will consider qualified remote candidates located within the United States.

What You’ll Do:

Enterprise Talent System Leadership

• Design and lead an integrated, enterprise-wide talent system spanning talent acquisition, workforce planning, performance management, succession planning, leadership development, employee engagement, and career development.
• Align talent strategies with enterprise priorities, translating business objectives into actionable talent plans and workforce strategies.
• Establish consistent talent processes and governance while enabling flexibility to address unique business and regional needs.
• Lead the evolution of talent programs into a cohesive enterprise system focused on workforce readiness, leadership capability, and business performance.

Talent Leadership and Talent Function Effectiveness

• Lead, coach, and develop a high-performing enterprise talent team, ensuring clear priorities, strong execution, and ongoing capability development.
• Build a collaborative, service-oriented talent function that partners effectively with HRBPs, business leaders, and COE partners across the enterprise.
• Establish clear roles, responsibilities, operating rhythms, and performance expectations within the talent team to ensure consistent delivery and business impact.
• Foster an environment of accountability, trust, inclusion, continuous improvement, and professional growth.

Talent Acquisition & Workforce Planning

• Lead enterprise talent acquisition strategy, including workforce planning, pipeline development, and external employer positioning.
• Ensure proactive identification of critical roles, future workforce requirements, and emerging capability needs.
• Drive a shift from reactive hiring toward strategic workforce planning, talent forecasting, and pipeline depth.
• Partner with business leaders to anticipate talent risks and develop plans to address critical capability gaps.
• Strengthen the organization's ability to attract and retain talent needed to support future growth and strategic priorities.

Performance, Succession & Talent Decisions

• Own enterprise talent management processes, including performance management, talent reviews, and succession planning.
• Elevate the quality, speed, and rigor of talent decisions across the organization through disciplined processes and leadership accountability.
• Build robust succession pipelines for critical positions and provide visibility into bench strength, readiness, and talent risk.
• Foster a culture where talent assessment and succession planning are foundational leadership responsibilities.

Talent Development, Internal Mobility & Capability Building

• Define and drive enterprise approaches to leadership development, capability building, career growth, and employee development.
• Ensure development investments are aligned to critical capability gaps and future business needs.
• Drive internal mobility strategies that accelerate development, improve retention of key talent, and strengthen organizational bench strength.
• Enable leaders to take ownership of developing talent and building leadership pipelines.
• Build enterprise capability through integrated development experiences that prepare employees for future leadership and business needs.

Engagement & Culture

• Shape a high-performance culture grounded in accountability, inclusion, and continuous development.
• Ensure employee engagement insights translate into meaningful and sustainable actions that improve organizational effectiveness.
• Embed Enpro's cultural expectations and leadership behaviors into talent systems, development practices, and talent decisions.
• Partner with leaders to strengthen employee experience, engagement, and organizational health across the enterprise.

Data, Insights & Continuous Improvement

• Establish a disciplined, data-informed approach to talent decisions and outcomes.
• Utilize workforce analytics and talent insights to anticipate future needs, guide talent investments, and inform enterprise decision-making.
• Define and monitor key talent metrics, including succession readiness, leadership pipeline strength, internal mobility, hiring effectiveness, capability development, and engagement outcomes.
• Continuously improve talent processes to increase simplicity, adoption, consistency, and business impact.
• Provide enterprise leaders with actionable talent insights that support informed workforce and organizational decisions.

Executive Partnership & Enterprise Influence

• Serve as a trusted advisor to the CEO, CHRO, and Executive Leadership Team on talent strategy, workforce readiness, organizational capability, and leadership effectiveness.
• Influence senior leaders to align around enterprise talent priorities and actions.
• Build leadership accountability for developing talent, strengthening succession pipelines, and achieving talent outcomes across the organization.
• Advocate for enterprise thinking, ensuring talent decisions support long-term organizational success rather than local optimization.
• Partner across the organization to build alignment on workforce strategy, leadership capability, and future talent needs.
• Co-define the talent operating model, including decision rights, governance, and distribution of resources across segments and businesses.

Success in this role looks like:

• Improved succession readiness and reduced talent risk for critical enterprise roles.
• Stronger leadership pipelines and clearer visibility to bench strength across the organization.
• Increased quality, consistency, and accountability in performance, succession, and talent review decisions.
• More proactive workforce planning tied to business strategy, growth priorities, and future capability needs.
• Improved hiring effectiveness, pipeline depth, and talent acquisition partnership with the business.
• Increased internal mobility and retention of key talent.
• Development investments that are clearly linked to business-critical capabilities and measurable outcomes.
• Engagement insights translated into practical actions that improve organizational health and leader effectiveness.
• A high-performing Talent COE with clear roles, governance, operating rhythms, and enterprise credibility.
• Talent metrics and insights are regularly used by executive leaders to make better workforce and organizational decisions.

Your Role in Our Values

At Enpro, our values of Safety, Excellence, and Respect guide how we work, collaborate, and grow. In this role, you will have opportunities to live these values every day by creating safe environments, driving meaningful results, and building respectful relationships.

Safety:

Champion a culture of safety by embracing the Enpro Safety Pledge in everything you do. Look for ways to improve safety in your work, your team, and the broader organization, because safety starts with each of us.

Excellence:

Bring your full self to work. Focus on creating value, driving innovation, and continuously improving how we work.

Respect:

Create space for every voice to be heard. Foster a workplace built on mutual respect, where people feel valued and empowered to contribute to both personal and organizational success.

What You’ll Bring:

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
• Fifteen (15) or more years of progressive human resources/talent leadership experience, including enterprise-level ownership of multiple talent disciplines in a complex, matrixed organization.
• Proven experience building and leading high-performing talent or HR teams in a complex, matrixed environment, with demonstrated ability to set strategy, develop leaders, manage performance, and create strong team engagement and accountability.
• Demonstrated expertise in talent acquisition, succession planning, leadership development, performance management, workforce planning, and employee engagement.
• Experience developing and leading enterprise talent strategies within complex global, matrixed, multi-business, industrial, or manufacturing environments.
• Proven ability to design, implement, and evolve enterprise talent systems and operating models.
• Experience partnering with senior executives on talent strategy, succession planning, organizational effectiveness, and workforce readiness.
• Strong business acumen with the ability to connect talent investments and outcomes to organizational performance.
• Demonstrated executive presence and ability to influence executive leaders and build alignment across diverse stakeholder groups.
• Experience utilizing workforce analytics, talent data, and business insights to drive decision-making and continuous improvement.
• Proven ability to operate at both strategic and operational levels, translating vision and direction into tangible results.
• Global mindset and ability to adapt practices across regions.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Organizational Development, Industrial-Organizational Psychology, or a related field.
• Experience supporting publicly traded industrial, manufacturing, or global growth organizations.
• Professional certification such as SHRM-SCP, SPHR, or equivalent.
• Experience leading enterprise HR transformation, talent modernization, or large-scale organizational capability initiatives.

EEO and Culture Statement:

Enpro is a leading industrial technology company focused on critical applications across many end-markets, including semiconductor, industrial process, commercial vehicle, sustainable power generation, aerospace, food and pharma, photonics and life sciences. The company operates in two segments: Sealing Products and Advanced Surface Technologies.

At Enpro, we believe that diversity drives innovation and inclusion fosters growth. We are committed to creating a workplace where everyone feels valued and respected. Our employment decisions are based on merit, qualifications, and business needs, without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, marital status, military service, or any other status protected by applicable law.  If you require accommodation due to a disability at any time during the recruitment and/or assessment process, please contact Human Resources, and we will make all reasonable efforts to accommodate your request.

Legal authorization to work in the United States is required. We will not sponsor employment visas now or in the future for this job.