Talent Management Partner Lead
New
J
JobgetherHuman resources
Remote work opportunity within the United States/North America., Ability to work across time zones.Full-TimeLead
Salary not disclosed
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Job Details
- Experience
- 8+ years of progressive HR experience, including at least 5 years focused on talent management, organizational development, or a closely related specialty.
- Required Skills
- Stakeholder managementWorkday
Requirements
- Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
- At least 8 years of progressive HR experience, including at least 5 years in talent management, organizational development, or a closely related specialty.
- Experience designing and facilitating talent reviews and succession planning processes.
- Experience identifying and developing high-potential talent.
- Experience managing or leading HR teams, including setting objectives, developing employees, coaching performance, and driving accountability.
- Ability to consult with and influence senior HR Business Partners and stakeholders on talent strategy, critical-role planning, and workforce capability.
- Strong analytical capabilities, including translating talent data, succession metrics, and bench-strength information into strategic recommendations.
- Expertise in talent strategy, succession planning, organizational effectiveness, and critical-talent development.
- Ability to influence stakeholders and build partnerships across a matrixed organization.
- Ability to work across time zones and travel approximately 20–25% within North America.
Responsibilities
- Drive succession readiness and build successor pipelines for critical roles across assigned North American client groups.
- Lead talent reviews, calibration sessions, and the identification, assessment, and development of critical and high-potential talent.
- Advise HR Business Partners on talent strategies aligned with business priorities and critical-role requirements.
- Assess organizational structures and capability gaps, and recommend evidence-based interventions.
- Execute retention strategies, including stay interviews, flight-risk identification, and targeted interventions.
- Connect critical and high-potential talent with stretch assignments, mobility opportunities, and cross-functional experiences.
- Develop talent health, pipeline readiness, and bench-strength reporting and present data-driven recommendations.
- Lead, coach, and develop direct reports; hire and onboard team members and establish scalable workflows and team standards.
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