Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing (www.brooks.com).
Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.
Talent Development DirectorJob DescriptionBrooks is seeking a Director-level Talent Development leader to translate enterprise talent, culture, and leadership priorities into a practical operating plan that strengthens leadership capability, improves execution discipline, and embeds Brooks’ High Performance Culture into how leaders manage the business.
Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.
Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.
Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.
Key Responsibilities
Talent Development Strategy & Operating Plan
Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.
Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.
Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.
Leadership, Culture & Performance Enablement
Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.
Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.
Partner with HR and business leaders to identify leadership, performance, accountability, or behavior gaps and convert them into targeted interventions.
Coach and facilitate with leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.
Program Leadership & Governance
Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.
Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.
Use data and feedback to identify risks, assess progress, and adjust priorities, tools, routines, or interventions.
Prepare concise insights and recommendations for senior leadership discussions.
Business Partnership & Change Leadership
Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.
Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.
Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.
Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.
What Success Looks Like
A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.
Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.
HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.
Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.
Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.
Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.
Qualifications & Experience
10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, or a related discipline.
Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.
Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.
Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.
Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.
Ability to engage credibly with senior leaders while driving execution at the working level.
Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.
Prior Director-level experience preferred, or demonstrated readiness to operate at Director-level scope, complexity, influence, and accountability.
Why This Role Is Different
This is a Director-level builder/operator role, not a traditional talent program role.
The role turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.
Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks’ High Performance Culture in everyday management routines.
Compensation
Base Salary Range: $148,351.35 USD to $200,710.65 USDFactors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
This position is also eligible for an annual discretionary bonus.
Benefits
At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:
Medical, Dental, Vision and Disability Insurance
401(k) Plan
Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.
Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.
Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.
Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.
Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.
For applicants with disabilities requiring accommodations, don't hesitate to get in touch with [email protected] or call +1 (978) 262-2400 to discuss your needs.
Review EEO Law & EEO Statement.
Brooks Automation participates in E-Verify® to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify® is a registered trademark of the U.S. Department of Homeland Security.
Skills Required
- Bachelor's degree in Human Resources, Organizational Development, or related field
- 5+ years of experience in talent development, organizational effectiveness, learning, or HR programs
- Hands-on experience supporting performance management practices, such as OKRs
- Proven experience partnering with managers and teams to improve execution and accountability
Brooks Automation Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Brooks Automation and has not been reviewed or approved by Brooks Automation.
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Fair & Transparent Compensation — Pay is generally characterized as industry-average to slightly above, aligning with market expectations in many roles. Compensation is often framed as fair for experience, with stronger competitiveness appearing in specialized technical tracks and certain high-cost locations.
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Healthcare Strength — Health coverage is described as comprehensive, supported by life and disability insurance as part of the core package. The overall health offering is positioned as comparable to peers and frequently treated as a baseline strength.
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Leave & Time Off Breadth — Time-off is presented as generous, with flexible or unlimited PTO reported for many roles and a holiday shutdown period. In practice, usage appears workable for many teams, though norms can be manager- and workload-dependent.
Brooks Automation Insights
What We Do
Brooks is a leading provider of automation solutions. We have been a key participant in the semiconductor industry for more than 40 years providing precision robotics, integrated automation systems, and contamination control solutions enabling chip manufacturers globally. Brooks is headquartered in Chelmsford, MA, with operations in North America, Europe and Asia.
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