Own the enterprise talent management and succession planning strategy and architecture, including identification of critical/pivotal roles, talent assessment, succession depth, readiness, and development planning.
Design cohesive frameworks that connect talent identification, capability building, mobility, and leadership development.
Ensure talent and succession processes align with business strategy, operating model, and long-term workforce needs.
Lead the end-to-end delivery and rollout of enterprise talent and succession planning processes.
Develop and manage implementation plans, timelines, milestones, risks, and interdependencies across HR and business stakeholders.
Serve as the single point of accountability for execution quality, scalability, and sustainability.
Design and deliver leader, manager, and HR enablement to ensure consistent, high-quality talent and succession discussions.
Define and track success measures for talent management and succession planning, including bench strength, readiness, mobility, and risk coverage.
Collaborate closely with stakeholders to align talent outcomes with rewards, incentives, and retention strategies.

8–10 years of experience in talent management, succession planning, organizational effectiveness, or related HR domains.
Proven experience designing and delivering enterprise-scale talent and succession processes.
Demonstrated ability to manage complex, cross-functional programs from strategy through execution.
Strong ability to translate business strategy into talent implications and actions.
Excellent communication, facilitation, and stakeholder management skills.

Health insurance
Dental insurance
Vision insurance
Long term/short term disability insurance
Employee assistance program
Flexible spending account
Life insurance
Generous time off policies, including; 4-12 weeks fully paid parental leave based on tenure
11 paid holidays
Additional flexible paid vacation and sick leave

Talent Management Architect

Key skills