Senior Director, Global Talent

QuidelOrtho unites the strengths of Quidel Corporation and Ortho Clinical Diagnostics, creating a world-leading in vitro diagnostics company with award-winning expertise in immunoassay and molecular testing, clinical chemistry and transfusion medicine. We are more than 6,000 strong and do business in over 130 countries, providing answers with fast, accurate and consistent testing where and when they are needed most - home to hospital, lab to clinic.

Our culture puts our team members first and prioritizes actions that support happiness, inspiration and engagement. We strive to build meaningful connections with each other as we believe that employee happiness and business success are linked. Join us in our mission to transform the power of diagnostics into a healthier future for all.

Position Summary:

The Senior Director of Global Talent will lead the design, execution, and continuous evolution of the company's global talent strategy, with a focus on Talent Management, Leadership Development, Workforce Planning, and Organization Effectiveness. This role will oversee a Global Talent Center of Excellence (CoE) responsible for building scalable, high-impact programs that strengthen leadership pipelines, support employee growth, and prepare the workforce for the future.

This position is based in our San Diego office and follows a hybrid work schedule, requiring regular on-site presence to effectively collaborate with global teams and senior leadership.

The Senior Director will develop objectives, schedules, and performance metrics while ensuring all talent management requirements are met. The role requires direct line management of the Global Talent Center of Excellence team members.

Essential Functions:

Global Talent Strategy & Center of Excellence:

• Lead the Global Talent CoE, driving an integrated talent strategy across Talent Management, Leadership Development, Workforce Planning, and Employer Branding
• Design and implement enterprise-wide talent frameworks that foster consistency, scalability, and regional relevance
• Interface with executive leadership to ensure consistency of talent strategy with corporate goals and cultural objectives
• Leverage talent analytics and market insights to identify trends, inform planning, and support decision-making
• Lead, facilitate and coordinate talent strategy meetings for assigned initiatives
• Lead, facilitate and manage Global Talent team meetings and cross-functional collaboration

Talent Development & Leadership Programs:

• Build and execute learning and development strategies that enhance leadership capabilities, functional excellence, and career mobility
• Interpret organizational development requirements and define strategies and policies to maintain talent pipeline strength
• Implement modern learning solutions, including digital learning, coaching, mentoring, and experiential programs
• Develop global leadership development programs, high-potential talent pipelines, and succession plans for critical roles
• Assess pros, cons and risks of various talent development options and communicate findings to business leaders and executive teams
• Collaborate with HRBPs and business leaders to assess capability needs and implement targeted development programs

Performance & Workforce Management:

• Oversee performance management systems that align individual and team goals with business strategy
• Initiate and update talent strategic plans for business units, coordinating with business leaders for incorporation into workforce development plans
• Equip leaders with the tools and training necessary to deliver effective performance feedback and drive a culture of accountability
• Use data and feedback to continuously improve performance programs and ensure career development is embedded into performance conversations
• Lead workforce and organizational design initiatives that align with long-term business objectives and evolving skill needs
• Keep abreast of all pertinent trends, best practices and guidance relevant to talent management and organizational effectiveness

Employer Branding & Employee Experience:

• Partner with Marketing & Communications to define and amplify the global Employee Value Proposition (EVP) and enhance the company's reputation as an employer of choice
• Coordinate with regional HR teams for global employer branding strategy and implementation
• Ensure the employer brand reflects the organization's culture, values, and employee experience across all markets
• Champion a culture of learning, inclusion, and innovation, ensuring employees have the tools, experiences, and support to thrive

Team Management & Development:

• Provide day-to-day oversight and management of the Global Talent CoE team
• Set goals, manage, train, and direct talent management staff across regions
• Build and lead a high-performing global Talent team, fostering a culture of collaboration, innovation, and results
• Mentor and develop internal HR and Talent team members to build a strong pipeline of future leaders within the function
• Coordinate with external consultants and learning vendors as required
• Serve as a trusted advisor to the C-suite on succession planning, leadership readiness, workforce development, and organizational change

Qualifications:

Location: Must be based in the San Diego area and able to work on-site regularly as part of a hybrid schedule to support executive collaboration and global team coordination. Relocation support available.

Education: Bachelor's degree in Human Resources, Organizational Development, Business, or a related field; Master's degree preferred

Experience:

• 15+ years of progressive HR or Talent Management experience, including 5+ years in a senior global leadership role
• Deep expertise in Talent Management, Leadership Development, Succession Planning, and Workforce Strategy
• Proven track record of designing and scaling global talent programs in complex, matrixed environments
• Experience with international talent management and cross-cultural organizational development preferred

Skills & Competencies:

Technical Expertise:

• Deep understanding of global talent management best practices, leadership development methodologies, and organizational effectiveness principles
• Knowledge of workforce planning processes and succession management requirements
• Experience with talent analytics, performance management systems, and learning technology platforms
• Understanding of global employment practices and cultural considerations in talent development

Leadership & Management:

• Proven ability to lead, develop, and manage global talent teams
• Strong project management skills with ability to manage multiple strategic initiatives
• Excellent communication and presentation skills for C-suite and global audiences
• Ability to work collaboratively across cross-functional teams and cultures

Strategic Thinking:

• Strong strategic thinking, business acumen, and influencing skills; capable of advising and partnering with senior executives
• Data- and insights-driven approach to talent strategy and organizational development
• Strong analytical skills for talent risk assessment and strategic option evaluation
• Understanding of global business landscapes and regional talent market requirements

Work Environment:

The Senior Director of Global Talent operates in a global role with flexibility for remote work while supporting talent operations across multiple regions. The position requires travel for leadership development programs, talent reviews, and coordination with regional HR teams and business partners.

Key Stakeholders:

Internal: CHRO, Global HRLT, HRBPs, Business Unit Leaders, Regional Talent Leaders, Communications, Legal

External: Industry Associations, Academic Partners, Learning & Development Vendors, Technology Providers

The Senior Director will collaborate closely with all HR functions, Business Units, Regional Leadership, Learning & Development teams, external consultants, and academic partners to ensure effective talent strategy implementation and organizational capability building across all assigned regions and business areas.

The salary range for this position takes into account a wide range of factors including education, experience, knowledge, skills, geography, and abilities of the candidate, in addition to internal equity and alignment with market data. At QuidelOrtho, it is not typical for an individual to be hired at or near the top range for their role and compensation decisions are dependent on the facts and circumstances of each case. The salary range for this position is $225,000 to $250,000 and is bonus eligible. QuidelOrtho offers a comprehensive benefits package including medical, dental, vision, life, and disability insurance, along with a 401(k) plan, employee assistance program, Employee Stock Purchase Plan, paid time off (including sick time), and paid Holidays. All benefits are non-contractual, and QuidelOrtho may amend, terminate, or enhance the benefits provided, as it deems appropriate.

QuidelOrtho believes in Equal Opportunity for all and is committed to ensuring all individuals, including individuals with disabilities, have an opportunity to apply for those positions that they are interested in and qualify for without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic. QuidelOrtho is also committed to providing reasonable accommodations to qualified individuals so that an individual can perform the duties. If you are interested in applying for an employment opportunity and require special assistance or an accommodation to apply due to a disability, please contact us at recruiting@quidelortho.com.

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