ABOUT GREYSTAR

Greystar is a leading, fully integrated global real estate platform offering expertise in property management, investment management, development, and construction services in institutional-quality rental housing. Headquartered in Charleston, South Carolina, Greystar manages and operates over $300 billion of real estate in more than 265 markets globally with offices throughout North America, Europe, South America, and the Asia-Pacific region. Greystar is the largest operator of apartments in the United States, managing over one million units/beds globally. Across its platforms, Greystar has nearly $79 billion of assets under management, including over $35 billion of development assets and over $36.5 billion of regulatory assets under management. Greystar was founded by Bob Faith in 1993 to become a provider of world-class service in the rental residential real estate business. To learn more, visit www.greystar.com.

JOB DESCRIPTION SUMMARY

The Senior Director, Talent Development will define how Greystar develops talent at an enterprise level. This role will set the direction, standards, and priorities that shape capability building globally, while bringing together talent development activity across a complex, matrixed organization. This role sits within the People & Culture leadership team.

The role will build and lead talent development for the US corporate population; establishing programs and infrastructure as appropriate. Requiring both strategic leadership and genuine hands-on delivery; the expectation is that this leader will set direction and be equally comfortable delivering against it.

A key focus in the near term is workforce capability in the context of technology and AI. This role will lead how Greystar approaches upskilling, ensuring learning is directly connected to how work is changing across the business.

This is a highly visible role reporting to the global P&C leader, in a developing environment where building and executing go hand in hand.

JOB DESCRIPTION

Enterprise Talent Development Strategy

• Define the enterprise framework for talent development, including standards, priorities, and core capabilities
• Work collaboratively with talent development leads across the business to develop and evolve the enterprise framework, drawing on regional and functional expertise to ensure it is relevant and practical
• Partner with senior leaders, HR Business Partners, and People Strategy to connect development to business priorities and workforce planning
• Build and lead a small team, scaling capability over time

US Corporate Talent Development

• Establish talent development for the US corporate population, building programs, pathways, and foundational infrastructure
• Partner with HR Business Partners and business leaders to translate capability needs into practical, role-relevant solutions
• Own and evolve the approach to onboarding, manager effectiveness, and professional development for the corporate population

Workforce Capability and AI Enablement

• Lead enterprise upskilling efforts aligned to technology adoption and evolving ways of working
• Partner with Data and Digital Technology align learning with how roles and workflows are changing
• Define role-specific capability pathways that support adoption of new tools and processes
• Shape AI-enabled learning to scale and personalize development
• Measure and communicate impact in terms of capability and business outcomes

Leadership Development

• Own the enterprise framework for leadership development, working with talent development leads across the business to ensure a consistent and coherent approach
• Identify leadership capability gaps and design targeted solutions aligned to business needs
• Strengthen manager capability through practical, scalable tools and programs
• Support succession and high-potential development processes

Learning Technology and Infrastructure

• Own the learning technology ecosystem, including Workday Learning
• Establish governance, adoption standards, and reporting
• Build the data and insight capability needed to measure effectiveness
• Manage key external partners and vendors

Experience

• Significant experience leading talent development in a large, complex organization
• Track record of setting strategy and building programs that deliver measurable impact
• Experience supporting workforce transformation, particularly in the context of technology or AI adoption
• Experience partnering with technology or data teams to align learning with business change
• Experience influencing distributed teams and senior stakeholders
• Familiarity with learning technology platforms (e.g., Workday Learning or equivalent)

Skills and Capabilities

• Deep expertise in talent development, with the ability to operate strategically and execute
• Strong commercial judgment and ability to connect development to business outcomes
• Excellent program design capability, translating complex needs into practical solutions
• Data-driven and comfortable measuring impact
• Strong influencing skills across functions, geographies, and levels
• Clear and concise communicator
• Comfortable operating in ambiguity and building structure where it does not yet exist

The base salary range for this position is $175,000 – $225,000.

Additional Compensation:

Many factors go into determining employee pay within the posted range including business requirements, prior experience, current skills and geographical location.

• Corporate Positions: In addition to the base salary, this role may be eligible to participate in a quarterly or annual bonus program based on individual and company performance.

• Onsite Property Positions: In addition to the base salary, this role may be eligible to participate in weekly, monthly, and/or quarterly bonus programs.

Robust Benefits Offered*:

• Competitive Medical, Dental, Vision, and Disability & Life insurance benefits. Low (free basic) employee Medical costs for employee-only coverage; costs discounted after 3 and 5 years of service.

• Generous Paid Time off. All new hires start with 15 days of vacation, 4 personal days, 10 sick days, and 11 paid holidays. Plus your birthday off after 1 year of service! Additional vacation accrued with tenure.

• For onsite team members, onsite housing discount at Greystar-managed communities are available subject to discount and unit availability.

• 6-Week Paid Sabbatical after 10 years of service (and every 5 years thereafter).

• 401(k) with Company Match up to 6% of pay after 6 months of service.

• Paid Parental Leave and lifetime Fertility Benefit reimbursement up to $10,000 (includes adoption or surrogacy).

• Employee Assistance Program.

• Critical Illness, Accident, Hospital Indemnity, Pet Insurance and Legal Plans.

• Charitable giving program and benefits.

*Benefits offered for full-time employees. For Union and Prevailing Wage roles, compensation and benefits may vary from the listed information above due to Collective Bargaining Agreements and/or local governing authority.

Greystar will consider for employment qualified applicants with arrest and conviction records.

This position may be performed remotely anywhere within the United States except the state of Alaska.

Important Notice: Greystar will never request your banking details or other sensitive personal information during the interview process. Greystar does not conduct any interviews via text or messaging, and all communication will come from official Greystar email addresses (@greystar.com). If you receive suspicious requests, please report them immediately to AskHR@greystar.com.

ANTICIPATED CLOSING DATE

July 31, 2026

This date may be subject to change due to evolving business needs.