Basic information
Job Name:
Global Head of Talent Management
Location:
Washington, DC
Line of Business:
Human Capital Management
Job Function:
Investor Services
Date:
Thursday, February 5, 2026
Global Head of Talent Management
The Carlyle Group
People & HR
Washington, USA
USD 250k-300k / year
Posted on Mar 4, 2026
Position Summary
The Global Head of Talent Management is a critical enterprise leadership role responsible for owning, designing and running Carlyle’s end-to-end talent and leadership development ecosystem, as well as governing the firm’s broader global talent architecture. This role shapes how the organization assesses, develops, promotes, and retains talent, ensuring that talent decisions are rigorous, meritocratic, and aligned with the firm’s long-term strategy.
Partnering closely with the Chief People Officer, leadership, and the HR Business Partner team, the Global Head of Talent Management fully owns all enterprise development programming across the firm, from early-career through senior leadership, including leadership frameworks, level-based programs, executive development, 360 Feedback and coaching. In parallel, the role owns the design and governance of core talent frameworks and methodologies – including talent assessment, calibration, succession planning, promotion readiness, and career architecture- while enabling effective execution by the business and HR partners. The role plays a central advisory function to senior leaders and serves as a key architect of leadership capability, organizational effectiveness, and a firmwide development culture.
The Global Head of Talent Management also leads the evolution of Carlyle’s Cultural Values, ensuring leadership expectations are clearly defined, embedded across all talent processes, and reinforced primarily through enterprise development programming, feedback, and succession. In partnership with the Head of HR Business Partnership and Chief People Officer, the role is responsible for developing succession plans for the Executive Suite and presenting insights and recommendations to the CEO and Board of Directors.
As the firm modernizes its HR infrastructure, including the migration to Workday, the Global Head of Talent Management drives the parallel modernization of all talent processes – ensuring systems, tools, and methodologies are aligned with best practices and enable high-quality, data-driven decisions. A strong emphasis on analytics and AI underpins this work, with AI embedded across talent processes to improve efficiency, reduce bias, and elevate decision quality.
This role requires a leader with strong enterprise judgment, executive presence, and the ability to balance strategic design with disciplined governance and change leadership. The Global Head of Talent Management plays a pivotal role in shaping the firm’s leadership pipeline, strengthening its performance culture, and ensuring the organization is equipped to succeed in a complex, global environment.
This role is open to candidates in Washington, DC or New York, NY.
Responsibilities
Enterprise Talent Strategy & Governance
- Partner closely with the Chief People Officer and Head of HR Business Partnership to define, execute, and continuously evolve the firm’s global talent strategy, aligned with business priorities, financial discipline, and long-term growth objectives.
- Serve as a senior advisor to leadership, HR Business Partners, and governance forums on talent strategy, organizational capability, leadership risk, and succession.
- Establish and steward enterprise-wide talent standards, frameworks, and methodologies that promote rigor, fairness, consistency, and transparency across regions and businesses.
- Leverage data, analytics, and AI responsibly to improve efficiency, reduce bias, and elevate the quality of enterprise talent decisions.
Talent Calibration & Succession Governance
- Own and continuously evolve the Carlyle Career Framework, which defines role expectations, progression standards, and evaluation criteria and underpins all talent assessment, calibration, succession planning, promotion readiness, and career mobility decisions.
- Own the firm’s integrated talent assessment, calibration, and succession planning frameworks, ensuring they are scalable, data-driven, and aligned with the firm’s meritocratic principles.
- Define assessment methodologies, tools, and criteria used to evaluate performance, potential, readiness, and risk across roles and levels, embedding AI-enabled insights and decision-support tools to improve consistency and decision quality.
- Partner with HR Business Partners, who execute calibration and succession processes with business leaders in line with enterprise standards and firmwide budget guidance.
- Work with the HR Business Partners and Chief People Officer to develop and maintain succession plans for the Executive Suite, including critical C-Suite and enterprise leadership roles.
- Ensure assessment and succession processes are transparent, fair, data-informed, and consistently applied across the firm.
Enterprise Promotion & Mobility
- Own the end-to-end promotion process across Carlyle, including promotion philosophy, criteria, governance, timelines, calibration, and decision-making, ensuring consistency, rigor, and fairness across businesses and regions.
- Partner closely with the MD and Partner Promotion Committee Chairs and their respective committees to design promotion processes, establish clear standards and evaluation methodologies, and ensure a disciplined, high-quality decision-making approach that identifies and advances the firm’s future leaders.
- Lead and fully own Carlyle’s enterprise promotion framework and annual promotion cycle, partnering with senior leadership to drive consistent standards, robust calibration, and high-quality decision-making firmwide.
- Serve as the single point of accountability for promotions at Carlyle, setting firmwide standards and leveraging performance data, talent insights, and leadership input to guide promotion decisions.
- Own and oversee all promotion activity globally, from associates through senior leadership, ensuring alignment with firm strategy, performance expectations, and long-term talent needs.
- Govern enterprise internal mobility outcomes resulting from promotion decisions, ensuring equitable opportunity, role clarity, and disciplined movement across businesses and regions.
Leadership Assessment, Development & Optimization
- Own and evolve Carlyle’s Leadership Framework, which defines the firm’s structured, level-based leadership development programming and serve as the foundation for all enterprise leadership development offerings.
- Design, build and oversee leadership development offerings at each level of the firm, ensuring programs are high-quality, scalable, and aligned with Cultural Values and strategic priorities.
- Ensure leadership development programming complements – rather than governs – core talent assessment, calibration, promotion, and succession processes.
- Own and govern the firm’s Executive 360 Review process, ensuring high-quality feedback and development across senior leaders.
- Source, curate, and manage a network of world-class executive coaches, establishing standards and governance and clear outcomes to ensure strong return on investment.
- Partner with senior leaders and HR Business Partners to integrate insights from development programs, 360 feedback, and coaching into individual development and succession discussions.
Culture, Organizational Effectiveness & Special Initiatives
- Lead enterprise efforts to refresh and reinforce the firm’s Cultural Values as strategy, leadership, and the operating model evolve.
- Ensure leaders are equipped to role-model Cultural Values through development programming and day-to-day leadership practices.
- Lead and support high-impact enterprise initiatives, including executive strategy sessions, leadership off-sites, major organizational transitions, and operating model changes.
- Diagnose organizational capability gaps and design targeted interventions to support performance, growth, and leadership effectiveness.
- Serve as a trusted thought partner to senior leaders navigating complex talent, team, and organizational challenges.
- Own the firmwide employee listening strategy, including pulse and engagement surveys, translating insights into clear priorities and actions that strengthen performance, culture, and retention
Talent Process Modernization, Technology & AI Enablement
- Partner with HR Operations and Technology during the firm’s migration to Workday, ensuring talent processes are modernized in parallel with system implementation.
- Own the redesign and optimization of enterprise talent processes – including assessment, calibration, promotion, succession, development, and engagement – to align with Workday capabilities and best practices.
- Ensure AI is fully embedded and optimized across talent processes to drive efficiency, improve decision quality, reduce bias, and enhance consistency.
- Leverage AI-enabled tools to surface insights, identify trends and risks, and support forward-looking talent decisions.
- Ensure talent data is high-quality, accessible, and actionable for leaders and HR partners globally.
Stakeholder Engagement, Communication & Change Leadership
- Build trusted relationships with executive leadership, HR Business Partners, and governance committees.
- Communicate clearly and effectively on talent strategy, risks, and outcomes to senior stakeholders.
- Support the Chief People Officer and Head of HR Business Partners in preparing talent-related materials and recommendations for the CEO and Board of Directors.
- Own enterprise-wide change management for talent transformation, including communication strategy, leader enablement, and training.
- Partner with the Chief People Officer and HR Business Partners to socialize talent strategy and process changes, secure leadership alignment, and build sponsorship.
- Monitor adoption, gather feedback, and refine approaches to ensure sustained impact and continuous improvement.
Talent Team Leadership
- Lead, mentor, and develop the global Talent team, setting clear priorities, goals, and expectations aligned with the firm’s talent strategy.
- Foster a high-performance, collaborative team culture focused on excellence, continuous improvement, and strong partnership with the business.
- Ensure strong coordination across Talent sub-functions and close collaboration with HR Business Partners and HR Operations.
- Build team capability in data, analytics, AI-enabled tools, and modern talent practices to support the firm’s evolving needs.
Qualifications
Education & Certificates
- Bachelor’s degree required; an advanced degree (e.g., MBA, MS, or equivalent) strongly preferred.
- Professional certifications in talent assessment, leadership development, coaching, or organizational development (e.g., Hogan, Korn Ferry, SHL, ICF, or equivalent) are a plus.
- Ongoing engagement in executive education or professional development related to talent, leadership, analytics, or AI-enabled HR practices is highly valued.
Professional Experience
- 15+ years of progressive experience in global organizations known for best-in-class talent and human capital practices.
- Proven success in a senior enterprise talent leadership role, with ownership of talent strategy, career frameworks, assessment, calibration, promotion readiness, succession planning, and leadership development at scale.
- Hogan, StrengthsFinder, DISC, MBTI, TKI and other certifications a plus
- Demonstrated experience designing and governing talent processes, with clear separation of enterprise design and HR Business Partner execution.
- Strong track record partnering with Chief People Officers, executive leadership teams, and governance bodies on enterprise talent priorities.
- Direct experience supporting Executive Suite succession planning and presenting talent insights and recommendations to CEOs and Boards of Directors.
- Experience leading large-scale talent transformation in parallel with major HR technology implementations (e.g., Workday or comparable platforms).
- Demonstrated ability to embed analytics and AI-enabled tools into talent processes to improve efficiency, reduce bias, and enhance decision quality.
- Experience leading, mentoring, and developing high-performing, globally distributed talent teams.
- Experience working in complex, matrixed, and highly regulated environments; background in financial services, asset management, or similar industries strongly preferred.
Competencies & Attributes
- Enterprise Talent Architecture: Deep expertise in career frameworks, talent assessment, calibration, promotion, succession, and leadership development.
- Executive Presence & Influence: Ability to advise, challenge, and partner credibly with senior leaders, promotion committees, and Boards.
- Strategic Thinking: Strong ability to translate business strategy into scalable talent systems and long-term capability building.
- Data, Analytics & AI Fluency: Proven ability to leverage data and AI responsibly to improve insight quality, reduce bias, and support sound talent decisions.
- Change Leadership: Demonstrated success leading enterprise-wide transformation through clear communication, stakeholder alignment, and disciplined execution.
- Judgment & Integrity: High ethical standards, strong judgment, and commitment to fairness, transparency, and meritocracy.
- Collaboration & Partnership: Highly collaborative, consultative, and effective across HR, business leaders, and functions.
- Global Mindset: Comfortable operating across regions and cultures, balancing enterprise consistency with local relevance.
- Resilience & Adaptability: Ability to navigate ambiguity, complexity, and competing priorities in a fast-paced environment.
Benefits/Compensation
The compensation range for this role is specific to New York or Washington DC and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.
The anticipated base salary range for this role is $250,000 to $300,000.
In addition to the base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.
Due to the high volume of candidates, please be advised that only candidates selected to interview will be contacted by Carlyle.
Company Information
The Carlyle Group (NASDAQ: CG) is a global investment firm with $474 billion of assets under management and more than half of the AUM managed by women, across 660 investment vehicles as of September 30, 2025. Founded in 1987 in Washington, DC, Carlyle has grown into one of the world's largest and most successful investment firms, with more than 2,400 professionals operating in 27 offices in North America, Europe, the Middle East, Asia and Australia. Carlyle places an emphasis on development, retention and inclusion as supported by our internal processes and seven Employee Resource Groups (ERGs). Carlyle's purpose is to invest wisely and create value on behalf of its investors, which range from public and private pension funds to wealthy individuals and families to sovereign wealth funds, unions and corporations. Carlyle invests across three segments - Global Private Equity, Global Credit and Carlyle AlpInvest - and has expertise in various industries, including: aerospace, defense & government services, consumer & retail, energy, financial services, healthcare, industrial, real estate, technology & business services, telecommunications & media and transportation.
At Carlyle, we believe that a wide spectrum of experiences and viewpoints drives performance and success. Our CEO, Harvey Schwartz, has stated that, "To build better businesses and create value for all of our stakeholders, we are focused on assembling leadership teams with the strongest insights from a range of perspectives." We strive to foster an environment where ideas are openly shared and valued. By bringing together teams with varied expertise and approaches, we enjoy a competitive advantage and create a stronger foundation for long-term success.