The posting
Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
Job Summary
The Executive Director of Talent Management, Succession, and Workforce Segmentation provides enterprise-wide leadership for talent management, succession planning, and workforce segmentation. This role is critical to grounding the organization’s human capital strategy in its business strategy and goals, translating future growth, transformation, and capability priorities into clear talent, skills, and workforce actions and investments. Leveraging skills intelligence, AI, automation, advanced analytics, and workforce insights, this leader ensures the organization has leadership pipelines, critical talent, and future-ready skills needed to deliver business outcomes. The role partners with senior business and HR leaders to anticipate talent and skills risks, strengthen bench strength, accelerate successor readiness, and focus resources on the roles, skills, and workforce segments most critical to future success.
Job Description
Core Responsibilities
- Translate business strategy into an integrated talent and workforce strategy that identifies the leadership, critical roles, and skills needed to deliver business goals, while establishing consistent frameworks, governance, and measures of success for building strong talent pipelines.
- Partner with senior business and HR leaders to identify the roles, future-critical skills, workforce segments, and leadership capabilities most important to growth, transformation, and long-term business performance, and align talent and skills investments accordingly.
- Build and maintain robust pipelines for executive and mission-critical roles, using skills intelligence, AI-enabled talent insights, and scenario modeling to assess skill supply, proficiency, readiness, mobility, and risk, while ensuring decisions remain grounded in human judgment.
- Lead enterprise succession processes, including talent identification, risk assessment, slating, and C-suite-level reviews, using automation to streamline workflows, improve data quality, reduce administrative effort, and enable timely, consistent decision-making.
- Apply skills intelligence, predictive analytics, and AI-generated insights to assess bench strength, surface emerging talent and skills gaps, identify concentration and retention risks, and model the potential business impact of talent and skills decisions.
- Partner with Executive Search, HR Technology, People Analytics, and business leaders to connect internal and external talent intelligence, strengthen successor development, and create transparent, shared accountability for pipeline outcomes.
- Establish responsible AI and data governance for talent and succession decisions, including clear decision rights, transparency, privacy, bias monitoring, and appropriate human oversight.
- Measure the effectiveness and business impact of talent and succession strategies through outcomes such as critical-role coverage, successor readiness, internal movement, risk reduction, leadership diversity, time saved through automation, and progress against strategic workforce priorities.
Employees at all levels are expected to:
- Understand our Operating Principles; make them the guidelines for how you do your job.
- Own the customer experience - think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.
- Know your stuff - be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.
- Win as a team - make big things happen by working together and being open to new ideas.
- Be an active part of the Net Promoter System - a way of working that brings more employee and customer feedback into the company - by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.
- Drive results and growth.
- Support a culture of inclusion in how you work and lead.
- Do what's right for each other, our customers, investors and our communities.
Disclaimer:
- This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications
Skills
Business Acumen, Change Management, Executive Leadership, Leadership Development Programs, Organizational Development (OD), Stakeholder Management, Strategic Thinking
We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That's why we provide an array of options, expert guidance and always-on tools that are personalized to meet the needs of your reality—to help support you physically, financially and emotionally through the big milestones and in your everyday life.
Please visit the benefits summary on our careers site for more details.
Education
Bachelor's Degree
Certifications (if applicable)
Relevant Work Experience
10 Years +
Comcast is an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, genetic information, or any other basis protected by applicable law.
