Talent Management Partner Lead

Accountabilities: Drive succession readiness across assigned North American client groups by building and maintaining strong successor pipelines for critical roles and strengthening organizational bench strength. Lead talent reviews, calibration sessions, and the identification, assessment, and development of critical and high-potential talent in partnership with HR Business Partners. Serve as a dedicated talent management advisor to HRBPs, helping translate business priorities and critical-role requirements into actionable talent strategies. Build, monitor, and continuously improve succession readiness plans aligned with organizational priorities. Assess organizational structures and capability gaps, using evidence-based insights to recommend appropriate interventions. Execute targeted retention strategies, including stay interviews, flight-risk identification, and interventions designed to support critical talent retention. Connect high-potential and critical talent with stretch assignments, mobility opportunities, and cross-functional experiences that accelerate development and readiness. Design and support targeted development programs with Learning & Development and HRBP partners to address identified capability gaps. Produce and maintain talent health, pipeline readiness, and bench-strength reporting, translating data into clear recommendations for HR leadership and business partners. Track follow-through on talent review action plans and promote accountability for critical talent outcomes. Lead, coach, and develop direct reports, establishing clear expectations, performance goals, development plans, and an effective team operating rhythm. Hire, onboard, and integrate new team members as the function grows while establishing scalable workflows and team standards. Serve as a senior thought partner to the Global Talent Management leadership team and contribute to the broader strategic direction of the talent management function. Build trusted relationships with HRBPs and senior stakeholders, communicating talent health, succession risks, and pipeline readiness through concise, data-driven narratives. Collaborate with Learning & Development, Total Rewards, and other HR centers of excellence to identify and implement high-impact talent interventions. Champion consistent adoption of talent management frameworks, tools, processes, and standards across supported business groups. Requirements Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related discipline. 8+ years of progressive HR experience, including at least 5 years focused on talent management, organizational development, or a closely related specialty. Demonstrated experience designing and facilitating talent reviews, succession planning processes, and high-potential identification and development programs. Proven ability to consult with and influence senior HR Business Partners and stakeholders on talent strategy, critical-role planning, and workforce capability. Previous experience managing or leading HR teams, including setting objectives, developing employees, coaching performance, and driving accountability. Strong analytical capabilities, with experience translating talent data, succession metrics, and bench-strength information into practical strategic recommendations. Excellent written and verbal communication skills, with the ability to communicate complex talent topics clearly to HR leadership and business partners. Strong expertise in talent strategy, succession planning, organizational effectiveness, and critical-talent development. Demonstrated ability to influence stakeholders without direct authority and build effective partnerships across a matrixed organization. High level of integrity and discretion when handling sensitive employee, talent, and organizational information. Strong performance orientation, organizational skills, attention to detail, and commitment to continuous improvement. Ability to work effectively both independently and collaboratively in a distributed, fast-paced environment. Experience in a global, matrixed organization, particularly within manufacturing, technology, or defense/aerospace, is preferred. A master’s degree in Human Resources, Organizational Psychology, or an MBA with an HR concentration is preferred. Professional certification such as SHRM-SCP, SPHR, or a recognized talent management or coaching credential is preferred. Familiarity with psychometric and assessment tools used for talent identification and succession calibration is advantageous. Experience building or scaling a talent management function or team is a plus. Familiarity with HRIS and talent management platforms such as Workday or SAP SuccessFactors, as well as data visualization tools, is beneficial. Ability to work across time zones and travel approximately 20–25% within North America. Benefits Remote work opportunity within the United States/North America. Medical, dental, and vision insurance options. 401(k) retirement plan. Flexible Spending Account (FSA) and Health Savings Account (HSA) options. Accident benefits, life insurance, and disability benefits. Paid vacation and company holidays. Benefits generally become available on the first day of the month following the date of hire. Opportunity to work in a senior talent management leadership role with broad organizational visibility. Exposure to enterprise-level succession planning, organizational effectiveness, and critical-talent initiatives. Opportunity to lead and develop a growing talent management team. Travel opportunities across North America to support talent reviews, stakeholder engagement, and team collaboration. Compensation varies based on factors including location, role scope, skills, and experience; applicable compensation ranges may vary by state.