Les missions du poste
The Group Talent Development Manager is accountable for the ownership and activation of strategic leadership talent pipelines (Emerging and Pre-Executive levels) across the Group, within defined professional functions. The role ensures the Group has a robust internal pipeline, increased internal mobility and clear readiness for key leadership roles, aligned with business strategy and long-term succession needs.
Key Interfaces
This role acts as a strategic partner to
· Group HR and Talent Management
· Talent Development Managers and HR Business Partners in countries and companies
· Business leaders and functional leaders
Key Accountabilities
1.Building and securing internal leadership pipelines:
Build and secure a robust and diverse internal leadership pipeline for critical roles across defined professional families. Maintain a global view of successors, identify pipeline risks and challenge functions and countries on talent readiness and development actions.
2.Talent Identification & Development
Develop strong knowledge of High Potentials (mainly pre-Executive) and support leaders and HR in assessing leadership potential, using agreed Group standards. Ensure High Potentials access appropriate development actions and programs (coaching, mentoring, trainings).
3.Mobility orchestration
Drive strategic mobility for high potential talents across companies, countries, and functions. Match talents to opportunities and facilitate alignment between sending and receiving entities.
4.Contribution to Group Talent Strategy
Contribute to the definition and evolution of Group Talent Development strategy, governance and standards.
5. Add-on / Project Responsibilities
Contribute to selected Group initiatives (e.g., diversity programs, development streams, job referential, skills & competencies projects) and support the continuous evolution of talent development practices through benchmarking and market insights.
Le profil recherché
1. Minimum 8-12 years of experience in HR, Talent Development, Talent Management or Leadership Development
2. Proven experience in at least one of the following:
· Talent reviews and succession planning
· Leadership pipeline management
· High Potential identification and development
· Internal mobility in a complex organization
3. Experience in a large, international, matrix organization (industrial or engineering environment is a strong asset)
Exposure
· Direct interaction with senior leaders and executives
· Experience working with multiple countries and cultures
· Exposure to both corporate and operational environments (sites, business units)
Skills & Competencies
· Ability to analyze succession depth, readiness, diversity and mobility risks
· Talent & Assessment Expertise
· Ability to challenge leaders constructively
· Facilitation and influencing skills to orchestrate cross-company and cross-country mobility
· Ability to manage sensitive talent discussions with discretion and credibility
· Strong relationship-building skills with stakeholders
· Curious, open, comfortable working across cultures
· Able to balance strategic ambition with operational challenges
· Fluent English (written and spoken) and a working knowledge of French is mandatory
· Willingness to travel (site visits, talent meetings, etc..)
The role can be based in a European Country, close to one of our sites.
Safran en images
La carte
55 Boulevard Charles de Gaulle
92240 Malakoff
Publiée le 26/04/2026 - Réf : D2026R2-197473-172892
