Talent Development Director

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing ( www.brooks.com ).   Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology. Talent Development Director Job Description Brooks is seeking a Director-level Talent Development leader to translate enterprise talent, culture, and leadership priorities into a practical operating plan that strengthens leadership capability, improves execution discipline, and embeds Brooks’ High Performance Culture into how leaders manage the business.  Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.   Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.   Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.   Key Responsibilities   Talent Development Strategy   &   Operating Plan   Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.   Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.   Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.   Leadership, Culture & Performance Enablement   Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.   Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.   Partner with HR and business leaders to   identify   leadership, performance, accountability, or behavior gaps and convert them into targeted interventions.   Coach and   facilitate   with leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.   Program Leadership & Governance   Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.   Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.   Use data and feedback to   identify   risks, assess progress, and adjust priorities, tools, routines, or interventions.   Prepare concise insights and recommendations for senior leadership discussions.   Business Partnership & Change Leadership   Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.   Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.   Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.   Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.   What Success Looks Like   A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.   Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.   HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.   Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.   Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.   Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.   Qualifications &   Experience   10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, or   a related   discipline.   Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.   Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.   Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.   Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.   Ability to engage credibly with senior leaders while driving execution at the working level.   Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.   Prior Director-level experience   preferred, or   demonstrated readiness to   operate   at Director-level scope, complexity, influence, and accountability.   Why This Role Is Different   This is a   Director -level builder/operator role, not a traditional talent program role.   The   role turns enterprise talent