Sr Director, Global Talent &… at Advanced Energy · Denver

ABOUT ADVANCED ENERGY

Advanced Energy (Nasdaq: AEIS) is a global leader in the design and manufacturing of highly engineered, precision power conversion, measurement and control solutions for mission-critical applications and processes. AE’s power solutions enable customer innovation in complex applications for a wide range of industries including semiconductor equipment, industrial, manufacturing, telecommunications, data center computing and healthcare. Advanced Energy has devoted four decades to perfecting power for its global customers and is headquartered in Denver, Colorado.

WHY BE A PART OF ADVANCED ENERGY?

Some people say it’s like working in the best of two worlds. We operate like an agile, growing, small company – you can see your work make a difference to the company every day. Things move quickly and you can see and feel it. At the same time, we’re a global company founded in 1981 and have been publicly traded for more than 28 years. We have a strong cash position, deep trust and partnership with leading customers, a global best-in-class operations capability, and a proven leadership team. We have a track record and resources to make things happen both organically and inorganically. Being part of a nimble company with a solid foundation attracts team members that are capable, driven and like a challenge. Our employees collaborate and know how to have fun inventing, working, building and winning together. At our core, we are Advanced Energy – powering the future, together.

POSITION SUMMARY:

The Sr Director, Global Talent & Organizational Effectiveness serves as a key strategic advisor to the CHRO and Executive Leadership Team, accountable for enterprise talent strategy, leadership pipeline health, workforce capability, organizational effectiveness, and culture. The role leads global teams and enterprise-wide initiatives that strengthen leadership readiness, accelerate business growth, drive organizational transformation, and ensure that the company maintains a sustainable pipeline of critical talent to achieve long-term objectives.

RESPONSIBILITIES:

Enterprise Talent Strategy, Workforce Capability & Organizational Effectiveness

• Lead enterprise talent planning, succession, and organizational effectiveness strategies that strengthen leadership pipelines, address critical capability gaps, and support long-term business growth.
• Establish and monitor talent, structure, and capabilities needed to execute strategic objectives.
• Establish and monitor talent, succession, workforce, and organizational health metrics, using data-driven insights to identify risks, measure effectiveness, and improve business performance.
• Serve as a strategic advisor to executive leadership on workforce, leadership, organizational, and succession risks, developing actionable plans to enhance organizational capability and readiness.
• Lead enterprise change, restructuring, integration, and transformation initiatives that improve organizational effectiveness, scalability, and operational performance.
• Partner with HRIS & People Analytics to define talent metrics, workforce insights, and predictive analyses that identify talent risks, measure program effectiveness, and inform workforce decisions.

Learning Development & Learning

• Establish enterprise leadership capability frameworks and measure leadership strength across all levels.
• Increase leadership readiness and internal promotion rates through targeted development programs and succession planning.
• Define annual learning effectiveness measures and track impact on business performance, productivity, safety, quality, innovation, and employee retention.
• Ensure development plans are in place for key leadership populations and monitor completion and effectiveness metrics.

Talent Acquisition

• Accountable for enterprise recruiting outcomes including time-to-fill, quality-of-hire, offer acceptance rates, hiring manager satisfaction, and diverse candidate slate representation.
• Develop talent acquisition strategies that improve hiring outcomes for engineering, manufacturing, and business-critical positions.
• Establish workforce forecasting processes that proactively address future skill needs and labor market conditions.

Culture, Engagement & Employee Experience

• Lead enterprise engagement strategy with accountability for year-over-year improvement in employee engagement and culture metrics.
• Develop and monitor action plans for business units identified as high-risk based on engagement, turnover, leadership effectiveness, or workforce capability measures.
• Ensure company Core Values, leadership expectations, and Employee Value Proposition are embedded across all talent and leadership programs.

WORK ENVIRONMENT:

• Location: Denver or Fort Collins, Colorado – full-time onsite

• Environment: Standard office environment

• Travel, both domestic and international, up to 20% of work time may be required

QUALIFICATIONS:

• 15+ years of progressive experience in talent management, organizational development, learning, talent acquisition, or related HR leadership roles.
• Demonstrated success leading enterprise talent strategies in a complex, global environment.
• Strong business acumen and ability to influence senior leaders.
• Excellent communication, facilitation, and stakeholder management skills.
• Strong analytical and problem-solving capabilities.

EXPERIENCE:

• Experience supporting large-scale transformation, integration, or organizational redesign efforts.
• Experience working at multinational manufacturing technology companies.
• Prior direct management experience, including goal setting and performance management
• Experience in public-company environments is preferred.

EDUCATION:

• Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, Management, or a related field.

COMPENSATION:

As required by multiple state pay transparency laws, Advanced Energy provides a reasonable range of compensation for each job posting. Actual compensation is influenced by an array of factors including, but not limited to, skill set, level of experience, and specific office location. The range of starting pay for this role is $225,000 to $285,000 per year.

BENEFITS:

As part of our total rewards philosophy, we believe in offering and maintaining competitive compensation and benefits programs for our employees to attract and retain a talented, highly engaged workforce. Our compensation programs are focused on equitable, fair pay practices including market-based base pay, an annual pay-for-performance incentive plan, and discounted Employee Stock Purchase Plan.

In addition to our competitive compensation practices, we offer a strong benefits package in each of the countries in which we operate. In the U.S., we offer a rich benefits package that includes:

• Medical - multiple medical plans are available to choose from
• Short and long-term disability and life insurance
• Health savings and flexible spending accounts
• Generous time off policy starting with 3 weeks of paid vacation, 7 days of paid sick time, and 12 paid holidays
• 8 hours of paid volunteer time off
• 8 weeks of paid parental leave for both parents
• Company matched 401(k)
• Tuition reimbursement
• Expanded mental health coverage and employee assistance programs
• Other voluntary benefits include critical illness, accident and hospital indemnity, pet insurance, identity theft, and legal assistance

Advanced Energy is committed to diversity in its workforce including Equal Employment Opportunity for Minorities, Females, Protected Veterans, and Individuals with Disabilities.

Advanced Energy is also committed to providing reasonable accommodations in our job application process/procedures for qualified individuals with disabilities. If you require assistance in completing an Advanced Energy application, please reach out to HumanResources@aei.com.

CO ONLY:

Applications will be accepted through 11/20/2026, the company reserves the right to review applications at any point after they are submitted.