Group Talent Development Manager F/H - SAFRAN SA (FRANCE)

Overview

Safran est un groupe international de haute technologie opérant dans les domaines de l'aéronautique (propulsion, équipements et intérieurs), de l'espace et de la défense. Sa mission : contribuer durablement à un monde plus sûr, où le transport aérien devient toujours plus respectueux de l'environnement, plus confortable et plus accessible. Implanté sur tous les continents, le Groupe emploie 100 000 collaborateurs pour un chiffre d'affaires de 27,3 milliards d'euros en 2024, et occupe, seul ou en partenariat, des positions de premier plan mondial ou européen sur ses marchés. Safran est la 2ème entreprise du secteur aéronautique et défense du classement « World's Best Companies 2024 » du magazine TIME. Parce que nous sommes persuadés que chaque talent compte, nous valorisons et encourageons les candidatures de personnes en situation de handicap.

Role Purpose

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: ensures the organization has a robust, diverse, and mobile internal pipeline for critical leadership roles. Owns emerging and pre-Executive talent pools for defined professional families (e.g. Industrial, Commercial, R&D, etc). Maintains a global view of successors. Identifies pipeline risks (single successors, lack of diversity). Challenges functions and countries on talent readiness and development actions.
2. Talent Identification & Calibration: acts as a calibrator and contributor to talent identification, ensuring fairness and consistency across functions and countries. Develop a solid knowledge of High Potential talents (mainly B5), based on multiple inputs and shared criteria. Participates in talent reviews and job field committees bringing an external and Group-level perspective. Supports leaders and HR in assessing leadership potential, readiness and mobility, using agreed Group standards, definitions and High Potential criteria. Contributes to the definition, clarification and deployment of Group standards related to talent policy, talent definitions and High Potential criteria and ensures their consistent application.
3. Mobility orchestration: animate strategic mobility for high potential talents in scope (cross-company, cross-country, cross-function). Matches internal talents to opportunities within their leadership segment. Support cross-country and cross-function mobility candidates giving visibility on possible career paths within the Group. Facilitates discussions between sending and receiving companies.
4. Development strategy enablement: ensures that the High Potential talents access the right development tools at the right time in collaboration with the Company Talent Development leaders and business leaders (coaching, mentoring, programs). Identifies development needs at pipeline level and recommends appropriate development actions. Works with the Group Career Development & Talent Tools Manager to activate tools (based on learning framework 70/20/10).
5. Contribution to Group Talent Strategy: contribute to the definition and evolution of Group Talent Development strategy, governance and standards. Identify systemic gaps (skills, diversity, mobility barriers) propose corrective actions.

Professional Experience

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 to 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.).

Location & Travel

The role can be based in a European Country, close to one of our sites.