Brinks Texas License #C00550
About Brink's:
The Brink’s Company (NYSE:BCO) is a leading global provider of cash and valuables management, digital retail solutions, and ATM managed services. Our customers include financial institutions, retailers, government agencies, mints, jewelers, and other commercial operations. Our network of operations in 51 countries serves customers in more than 100 countries.
We believe in building partnerships that secure commerce and doing that requires fostering an engaged culture that values people with different backgrounds, ideas, and perspectives. We build a sense of belonging, so all employees feel respected, safe, and valued, and we provide equal opportunity to participate and grow.
Job Description
The Talent & Culture Director is responsible for leading the talent management and culture strategies across the North America market and Global Functions, ensuring alignment between business objectives, organizational culture, and both global and local talent priorities. This role serves as a strategic advisor to the HR Business Partners and business leaders and leads the execution of HR core processes including performance management, people planning and employee engagement. This role will also lead deployment of leadership development, capability and organizational effectiveness initiatives.
Key Responsibilities
Strategic Talent & Culture Leadership
- Partner with market and global leadership teams to develop and execute talent and culture strategies that support business growth and organizational priorities.
- Act as a trusted advisor and consultant to senior leaders on workforce planning, organizational design, leadership effectiveness, team dynamics, and change management.
- Champion company values and foster a culture of accountability, inclusion, collaboration, innovation, and continuous improvement.
- Lead culture transformation initiatives and organizational effectiveness programs to strengthen employee experience and business performance.
Performance Management
- Lead the annual performance management process across the North America market and Global Functions.
- Partner with HR Business Partners to ensure effective performance calibration, talent differentiation, and consistent application of performance standards.
- Provide coaching and guidance to HR Business Partners and business leaders on individual development plans.
- Analyze performance data and trends to identify opportunities for increased organizational effectiveness.
People Planning
- Support market HRBP to lead market and function talent review processes to identify high-potential talent, critical capability gaps, and development opportunities.
- Partner with leaders to develop talent pipelines and readiness plans for future organizational needs.
- Monitor talent risks and implement proactive retention and development strategies.
- Ensure robust talent assessment methodologies are applied consistently across the market.
Leadership Development & Talent Management
- Implement leadership development strategies and programs to strengthen leadership capability.
- Partner with business leaders to create individualized development plans for high-potential employees and emerging leaders.
- Support career development, internal mobility, and workforce capability-building initiatives.
- Drive learning and development priorities aligned with business strategy and future workforce needs.
- Contribute to the creation of and lead deployment of programs to strengthen functional capabilities.
Employee Voice, Engagement & Culture
- Lead the market employee listening strategy, including employee engagement and employee voice surveys.
- Manage survey planning, administration, analysis, and reporting processes.
- Translate survey insights into actionable recommendations and support leaders in developing targeted action plans.
- Monitor engagement trends and organizational health metrics to identify opportunities for improvement.
- Serve as the primary consultant to leaders on culture-building initiatives and engagement strategies.
Organizational Effectiveness & Change Management
- Lead organizational effectiveness initiatives that improve team performance, leadership capability, and employee experience.
- Support HR and the business in managing organizational change, restructures, and transformation efforts.
- Support workforce planning and organizational design activities to ensure alignment with strategic priorities.
- Drive adoption of change management methodologies and best practices.
HR Analytics & Insights
- Leverage people analytics to identify trends, risks, and opportunities related to talent, engagement, performance, and retention.
- Develop and present executive-level insights and recommendations to leadership teams.
- Measure effectiveness of talent and culture initiatives through defined metrics and KPIs.
- Utilize data-driven approaches to support strategic workforce decisions.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or related field; Master’s degree preferred.
- 10+ years of progressive HR leadership experience with experience in both Talent Management and as a HR Business Partner preferred.
- Proven expertise in performance management, people planning, leadership development, and employee engagement.
- Experience leading employee voice surveys and translating engagement insights into measurable organizational improvements.
- Strong consulting, coaching, and influencing skills with the ability to partner effectively with senior leaders.
- Deep understanding of European employment practices and labor regulations across multiple countries.
- Demonstrated success leading organizational change and culture transformation initiatives.
- Strong analytical and problem-solving skills with experience leveraging HR metrics and people analytics.
- Excellent communication, facilitation, and stakeholder management capabilities.
Key Competencies
- Strategic Thinking
- Executive Presence
- Talent Management Expertise
- Organizational Effectiveness
- Leadership Coaching
- Change Leadership
- Employee Experience & Engagement
- Data-Driven Decision Making
- Stakeholder Influence
- Cultural Intelligence
- Collaboration & Partnership
- Business Acumen
What’s Next?
Thank you for considering applying for a job at Brink’s. To be considered for this position, you must complete the entire application process, which includes answering all prescreening questions and providing your eSignature.
Upon completion of the application process, you will receive an email confirming that we have received your application. We will review all candidates and notify you of your status should we deem you fit for a job. Thank you again for your interest in a career at Brink’s. For more information about future career opportunities, join our talent network, like our Facebook page or Follow us on X.
Brink’s is an equal opportunity/affirmative action employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, marital status, protected veteran status, sexual orientation, gender identity, genetic information, or history or any other characteristic protected by law. Brink’s is also committed to providing a drug-free workplace.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.
Skills Required
- Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field
- 10+ years of progressive HR leadership experience
- Experience in talent management and HR business partnering
- Expertise in performance management, people planning, leadership development, and employee engagement
- Experience leading employee voice surveys and translating engagement insights into measurable improvements
- Strong consulting, coaching, influencing, communication, facilitation, and stakeholder management skills
- Understanding of European employment practices and labor regulations across multiple countries
- Experience leading organizational change and culture transformation initiatives
- Strong analytical and problem-solving skills, including use of HR metrics and people analytics
- Master's degree
Brink’s Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Brink’s and has not been reviewed or approved by Brink’s.
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Healthcare Strength — Medical, dental, vision, life/AD&D, disability, and an EAP are included, with safety‑specific protections like 24‑hour violent‑crime coverage relevant to armored transport work. This indicates a robust baseline of core health and protection benefits.
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Retirement Support — A 401(k) with company match and two‑year vesting is available, and an ESPP is also offered. These features provide a clear foundation for long‑term savings.
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Flexible Benefits — Multiple medical plan designs (PPO and HDHP), FSA/HSA options, and a range of voluntary benefits (e.g., critical illness, hospital indemnity, legal, identity theft, pet insurance) offer choice. Such breadth supports tailoring coverage to individual needs.
Brink’s Insights
What We Do
Brink’s, Incorporated is the world’s premier provider of secure solutions – including global transportation and storage for high-value goods, currency and coin processing, smart safes, ATM services, security services and advanced technology – that deliver critical business intelligence, improved productivity and enhanced protection. Established in 1859, Brink’s employs over 59,900 employees and serves customers through a network of 1,100 facilities and 12,000 vehicles in more than 100 countries on six continents — an unrivaled global footprint that delivers incomparable security, efficiency and visibility across the logistics lifecycle.
