Director - Talent Management and Learning

Learning & Development Director, India and the Philippines, Head of Talent Management & Learning About this Role Wells Fargo is seeking a Director, Talent Management & Learning to lead the talent, performance, Inclusion & Opportunity, and workforce capability agenda across India and the Philippines. The role will build leadership depth, strengthen performance, accelerate talent development, and upskill the workforce for future skills, with clear AI readiness by role. As a strategic advisor to senior business and HR leaders, this leader will translate business priorities into scalable talent solutions, measurable outcomes, and an inclusive, future-ready workforce. The role requires strong business judgment, data-led decision making, change leadership, and prior experience designing and implementing AI-enabled tools within talent processes. Key Responsibilities: Own the regional talent, performance, Inclusion & Opportunity, and workforce capability strategy, aligned with enterprise standards, business priorities, risk expectations, and workforce plans. Influence senior executives and global partners while balancing enterprise consistency with India and Philippines talent needs. Partner across Learning & Development, Organizational Effectiveness, Workforce Planning, Total Rewards, Employee Relations, I&O, HR Technology, and HR Business Partner teams to deliver integrated solutions. Translate business strategy into role-based capability requirements, talent priorities, leadership needs, and measurable workforce outcomes. Build and lead high-performing teams across businesses and geographies; manage budgets, vendors, and strategic investments with clear value measures. Lead the full performance cycle, including goals, feedback, check-ins, year-end reviews, calibration, and differentiated outcomes. Lead talent reviews, succession planning, critical-talent segmentation, high-potential identification, leadership assessment, and development planning. Drive talent development and upskilling for future skills through career pathways, internal mobility, mentoring, coaching, and experiential learning. Define AI readiness by role, identify capability gaps, and embed responsible AI skills into talent, learning, and development plans. Design, implement, and scale AI-enabled talent tools and solutions that improve decisions, employee experience, productivity, and workforce readiness. Strengthen manager capability and accountability for expectations, feedback, development, and fair, evidence-based talent decisions. Use talent analytics, workforce insights, external benchmarks, and outcome measures to guide decisions and demonstrate impact. Simplify and automate talent processes while strengthening data quality, governance, controls, and compliance. Lead change, communications, stakeholder readiness, and adoption for evolving talent frameworks, skills models, processes, and technology. Required Qualifications 10+ years of Learning and Development Consulting experience, or equivalent experience through work, training, military service, or education. 4+ years of management or leadership experience. Proven experience designing and scaling talent, performance, leadership development, and succession strategies in a large, complex global organization. Experience building talent development and upskilling strategies for future skills, including role-based capability and AI-readiness frameworks. Prior experience designing, implementing, and driving adoption of AI-enabled tools or platforms within talent, learning, performance, or workforce processes. Experience leading performance management, talent reviews, succession planning, high-potential programs, leadership assessment, and development planning. Experience advising senior business and HR leaders and converting business priorities into practical talent and workforce actions. Experience using talent analytics and workforce insights to guide decisions, measure effectiveness, and improve outcomes. Experience establishing governance, controls, operating rhythms, and change management for enterprise people programs. Strong executive communication, stakeholder management, influencing, and facilitation skills, with the ability to lead cross-functional priorities in a matrixed environment. Proven ability to build, coach, and lead high-performing teams. Desired Qualifications Experience in banking, financial services, technology, or another highly regulated industry. Deep expertise in performance philosophy, calibration, succession, leadership assessment, career architecture, internal mobility, coaching, and high-potential development. Experience with skills-based talent models, talent technology, digital employee experiences, people analytics, and responsible AI-enabled solutions. Understanding of organizational design, workforce planning, change management, culture transformation, and manager effectiveness. Experience leading early-career strategies, including internships, graduate programs, and early-talent development. Experience embedding inclusion into talent, performance, succession, and leadership development frameworks. Financial acumen across budgets, vendors, investment decisions, and program ROI. Degree in Human Resources, Organizational Psychology, Business Administration, Talent Management, or a related field preferred. Job Expectations Work across global time zones to support business and stakeholder priorities. Follow Wells Fargo’s hybrid work model with regular in-office requirements. Operate effectively in a fast-paced, highly regulated environment and model Wells Fargo values, leadership expectations, risk management, and compliance standards. Build strong global partnerships and advance inclusion, accountability, innovation, employee growth, high performance, and future workforce readiness. Travel domestically and internationally as required. Posting End Date: 5 Nov 2026 •Job posting may come down early due to volume of applicants. We Value Equal Opportunity Wells Fargo is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other legally protected characteristic. Employees support our focus on building strong customer relationships balanced with a strong risk mitigating and compliance-driven culture which firmly establishes those disciplines as critical to the success of our customers and company. They are accountable for execution of all applicable risk programs (Credit, Market, Financial Crimes, Operational, Regulatory Compliance), which includes effectively following and adhering to applicable Wells Fargo policies and procedures, appropriately fulfilling risk and compliance obligations, timely and effective escalation and remediation of issues, and making sound risk decisions. There is emphasis on proactive monitoring, governance, risk identification and escalation, as well as making sound risk decisions commensurate with the business unit’s risk appetite and all risk and compliance program requirements. Candidates applying to job openings posted in Canada: Applications for employment are encouraged from all qualified candidates, including women, persons with disabilities, aboriginal peoples and visible minorities. Accommodation for applicants with disabilities is available upon request in connection with the recruitment process. Applicants with Disabilities To request a medical accommodation during the application or interview process, visit Disability Inclusion at Wells Fargo . Drug and Alcohol Policy Wells Fargo maintains a drug free workplace. Please see our Drug and Alcohol Policy to learn more. Wells Fargo Recruitment and Hiring Requirements: a. Third-Party recordings are prohibited unless authorized by Wells Fargo. b. Wells Fargo requires you to directly represent your own experiences during the recruiting and hiring process.