PRIMARY ROLE OR FUNCTION: The Director, Talent Development & Strategy will serve as a strategic and operational leader responsible for advancing WME’s assistant-to-agent development ecosystem across the agency, including Music and all core business verticals. This role will drive the design, integration, and execution of early-career development programs, ensuring a cohesive and scalable approach to onboarding, training, performance management, and career progression. The Director will play a critical role in shaping the next generation of WME agents by aligning development initiatives with broader business, talent, and operational priorities. Working cross-functionally with HR, Business Operations, Recruitment, Inclusion, and senior leadership, this role will help define and implement a best-in-class agent development infrastructure that supports both individual growth and long-term business success. RESPONSIBILITIES: Agent Development Strategy & Program Leadership • Lead the design and execution of a comprehensive agent development strategy across all business areas, including Music. • Oversee and evolve core development programs, including: • Assistant onboarding and training • Farmhouse and Trainee program integration • Early-career agent development initiatives • Ensure programming aligns with agency priorities, performance expectations, and long-term talent strategy. • Identify gaps in development offerings and implement scalable, high-impact solutions. Performance Management Design & Execution • Lead the build-out, standardization, and execution of performance management frameworks in partnership with HR and Business Operations. • Define and operationalize: • Clear performance expectations and success metrics • Feedback cadence and evaluation processes • Documentation and escalation pathways (e.g., coaching plans, performance improvement processes) • Ensure alignment across departments on performance standards, accountability, and evaluation consistency. • Partner with HRBPs and leadership to support managers in delivering effective, actionable feedback. • Integrate performance management into broader development programming to ensure a clear link between performance, progression, and promotion readiness. • Build out and utilize the Workday platform to administer performance management processes, including goal setting, review cycles, and performance documentation, ensuring consistency and data integrity across the organization. Cross-Functional Sprints Leadership & Execution • Serve as a key leader within the HR / Inclusion / Operations Sprints initiative, partnering across HRBPs, Business Operations, Recruitment, Inclusion, and development teams. • Drive progress across critical workstreams, including: • Performance management frameworks for early-career agents • Standardized training curriculum (assistant through agent levels) • Career progression pathways and promotion criteria • Onboarding and orientation optimization • Translate sprint outputs into practical, scalable tools and programming implemented across the agency. • Ensure alignment across stakeholders and maintain momentum on cross-functional initiatives. Onboarding & Orientation Strategy • Oversee the agency-wide onboarding and orientation experience for assistants and agents. • Partner closely with HR and on-the-ground team members to ensure: • Consistency across departments • Strong in-person and virtual delivery • Alignment with WME culture and expectations • Continuously refine onboarding experiences using feedback, data, and evolving business needs. Program Integration & Pipeline Alignment • Ensure alignment across all early-career programs, including: • Assistant training • Trainee Program • Farmhouse • Additional development initiatives • Create a connected and clearly defined development journey from entry-level roles through early agent years. • Partner with leadership to ensure programs are integrated into broader talent and business strategies. Stakeholder Management & Agency Collaboration • Act as a central point of coordination across: • Human Resources • Business Operations • Recruitment • Inclusion • Department and office leadership • Build strong relationships across all offices (Los Angeles, New York, Nashville, London) to ensure consistency and adoption of programming. • Present updates, insights, and recommendations to senior leadership. ACCOUNTABILITY & EXPECTATIONS: · Demonstrate ownership over agency-wide agent development initiatives and outcomes. · Drive alignment across multiple stakeholders and departments. · Deliver high-quality programming that supports both employee development and business performance. · Maintain consistency, scalability, and operational excellence across all programs. · Serve as a trusted partner to HR and senior leadership in shaping talent strategy. • ESSENTIAL JOB KNOWLEDGE, EXPERIENCE, & CHARACTERISTICS: Professional Knowledge & Experience • 5–7+ years of experience in talent development, organizational development, or related fields. • Must have previous experience using Workday as an HRIS • Experience building out and utilizing the Workday platform to support performance management processes. • Experience designing and leading scalable development programs in a complex, fast-paced organization. • Strong understanding of early-career pipelines, performance management, and career progression frameworks. • Experience working cross-functionally with HR, Operations, and business leadership. • Entertainment, media, or agency experience is strongly preferred. Skills & Capabilities • Strategic thinker with the ability to translate vision into execution. • Exceptional stakeholder management and influence skills. • Strong program design, facilitation, and curriculum development capabilities. • Ability to operate both strategically and tactically. • Excellent communication, presentation, and organizational skills. • Data-informed mindset with strong analytical capabilities. Personal Characteristics • Collaborative and highly relationship-oriented. • Proactive, solutions-driven, and adaptable. • High level of professionalism, discretion, and accountability. • Passionate about developing talent and building high-performing teams. • Comfortable navigating ambiguity and driving change across a complex organization. Per local requirements and in the interest of transparency, the rate shown below reflects the prevalent current hiring range for this position. Hiring pay rates are based on a number of factors, including location and may vary depending on job-related qualifications, knowledge, skills and experience. The company strives to provide locally competitive rewards packages, which include base rate along with, as applicable, short- and long-term incentives, growth and developmental opportunities, and robust benefits, such as health care, retirement, vacation and other paid time off, and additional offerings. Hiring Rate Minimum: $105,000 annually (minimum will not fall below the applicable state/local minimum salary thresholds) Hiring Rate Maximum: $140,000 annually WME is an equal opportunity employer and encourages applications from qualified and eligible candidates regardless of sex, race, disability, age, sexual orientation, or religion or belief.