Insulet Corporation
Director, Talent Practices (Hybrid - Acton, MA)
US - Massachusetts (Acton - Office) · Director
Sponsorship not specified$162k-$243kDetected 13 hours ago
Stakeholder ManagementVendor ManagementRecruitingHRPerformance ManagementLeadershipCommunication
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odds of building a lasting career here
61Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role90
Entry-level history0
PERM / green-card track0
Lottery odds (Level IV)94
Fits your clock70
Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
Personalize to your clock →Employer immigration record
from this employer's Department of Labor filings
Green-card filing pattern in this occupation
Context, not a finding about this posting: of this employer's 17 green-card filings in this occupation, 100% were for a worker who already held the job.
Green-card follow-through: 85%
Of 13 labor certifications old enough to have been used, 2 expired without the employer filing the next step. Median time from filing to decision: 497 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.
Files H-1B transfers
5 transfer filings in the last year, covering 5 workers. Median labor-condition decision: 8 days. An employer that already files transfers is one that can take over an existing H-1B.
Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.
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About the role
- The Director, Talent Practices is a global leadership role reporting to the VP, Talent and serving on the Talent Center of Excellence Leadership Team. This role is responsible for
- shaping and advancing Insulet's talent practices to build the leadership, organizational, and workforce capabilities required for future growth.
Responsibilities
- Create an integrated architecture across succession, performance, career growth, internal mobility, University Relations, and talent insights rather than operating each practice as a stand alone process.
- Clarify decision rights, accountabilities, process standards, and measures of effectiveness across the Talent COE, HR Business Partners, and business leaders.
- Own the enterprise approach to succession planning, talent reviews, calibration, and leadership readiness, including the quality of talent discussions and decisions.
- Partner with senior leaders and HR Business Partners to strengthen successor pipelines, identify talent risks, and convert talent review outcomes into specific development and movement actions.
- Lead the design and preparation of executive talent reviews, ensuring leaders have clear, decision useful insights and follow through.
- Own and continuously improve the enterprise performance management philosophy, process, and tools with a focus on clear expectations, meaningful differentiation, quality feedback, and stronger performance outcomes.
- Partner with HR Business Partners and leaders to strengthen goal setting, calibration, performance conversations, and accountability.
- Sets a high bar, develops talent, and creates accountability for enterprise outcomes across a small expert team and broader partner network.
- University Relations is building targeted early career pipelines connected to future workforce needs.
- Talent insights are trusted and used to drive action.
Requirements
- Demonstrated ability to redesign and scale enterprise processes, establish governance, and move from process completion to measurable talent and business outcomes.
- Comfort using data, analytics, technology, and emerging AI capabilities to improve talent decisions and employee and leader experiences.
- Exceptional executive communication, facilitation, stakeholder management, and influencing skills, including the ability to constructively challenge senior leaders.
- Bachelor's degree or equivalent experience required.
- 12+ years of progressive experience in talent management, succession, performance management, career development, early career talent, organizational effectiveness, HR strategy, or related disciplines, with scope commensurate with level.
- Significant experience designing and leading enterprise talent practices in a complex, global, matrixed organization.
- Demonstrated experience partnering with senior executives and HR leaders on succession, talent reviews, performance, and critical talent decisions.
- Strong command of talent strategy, succession planning, calibration, performance management, career frameworks, internal mobility, talent analytics, and talent pipeline management.
- Experience with University Relations, early career talent strategy, or talent pipeline development preferred.
- Bachelor's degree or equivalent experience required. Advanced degree in human resources, organizational psychology, business, organizational development, or a related field is preferred.
- Critical Capabilities
- Enterprise talent strategy: Connects business strategy, workforce needs, talent pipelines, and talent practices into a coherent enterprise agenda.
- Executive influence and judgment: Builds credibility with senior leaders, surfaces difficult talent issues, and enables clear, evidence based decisions.
- Systems thinking: Sees connections across succession, performance, careers, mobility, early career talent, development, and organizational capability.
Nice to have
- Director, Talent Practices
- Position Overview
- The Director, Talent Practices is a global leadership role reporting to the VP, Talent and serving on the Talent Center of Excellence Leadership Team.
- This role is responsible for
- shaping and advancing Insulet's talent practices to build the leadership, organizational, and workforce capabilities required for future growth.
- succession, leadership development, talent reviews, performance excellence, and workforce effectiveness across the enterprise.
- The role will help translate business strategy
- with the organization's future needs.
Compensation
- For U.S.-based positions only, the annual base salary range for this role is $161,800.00 - $242,650.0
- Set and evolve the enterprise talent practices strategy, priorities, governance, standards, and annual talent agenda in alignment with business and workforce needs.
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This listing is sourced directly from Insulet Corporation's careers page and normalized into a canonical job model.