Lead Talent Management Partner

Role Overview

• Serve as the architect of the performance management and talent planning redesign initiative, applying a product mindset to build and own a roadmap that reimagines the full talent lifecycle (i.e. goal-setting, feedback, check-ins, performance reviews, succession planning, and development).
• Partner with People Technology to translate that vision into scalable technology execution
• defining requirements, validating design, supporting configuration and UAT, and identifying tools that leverage AI and embed talent processes into how people already work (e.g. slack integrations).
• Lead project management of initiative
• tracking milestones and dependencies, managing risks, and ensuring workstreams stay aligned and on schedule.
• Build feedback loops that give team members regular visibility into their progress and give managers the insight they need to coach, develop, and differentiate their teams with confidence.
• Design and deliver enablement that drives adoption
• including change management plans, manager toolkits, training, communications, and office hours
• creating a consistent, low-friction experience for team members and managers.
• Consult and partner with People Business Partners, Division leaders, and DIB partners to ensure programs are practical, adopted, and aligned to business needs across a globally distributed organization.
• Build succession planning, talent identification, and skills-based frameworks that strengthen leadership pipelines, deepen diversity, and improve internal mobility.
• Partner with People Analytics to design and deliver dashboards that produce actionable, scalable insights
• giving leaders the visibility they need to make better workforce decisions with confidence.
• Drive operational discipline by clarifying ownership, documenting processes, managing risks and dependencies, and continuously improving programs year over year.

Requirements

• Innovative, AI-forward mindset and experience applying emerging technology to solve people problems in ways that are practical, scalable, and ahead of the curve.
• Proven track record designing, implementing, and governing global talent management processes and enterprise-wide programs from concept through sustained adoption (goals, feedback, check-ins, review cycles, succession planning, skills inventory, etc).
• Product-minded approach to talent programs, with experience building roadmaps, prioritizing work, and designing performance and development processes that balance the team member experience and the organizational output.
• Strong experience partnering with Technology teams, including translating program vision into business requirements and partnering with Analysts on configuration for performance management, goals, and talent modules (Workday experience a plus)
• Strong program and project management skills, with the ability to independently manage multi-phase rollouts, coordinate dependencies, document decisions and processes, manage risks, and drive day-to-day execution across multiple workstreams in an asynchronous, fully remote environment.
• Demonstrated change management and enablement capability, including building training, manager toolkits, and communications that drive adoption in a globally distributed environment.
• Experience owning succession planning and talent identification approaches with a focus on building strong leadership pipelines.
• Strong analytical skills, including defining talent health metrics, building dashboards, and synthesizing insights into clear narratives for executive audiences.
• Ability to build trusted relationships and influence across People Business Partners, People Technology, People Data and Analytics, and senior business leaders.
• Comfort operating autonomously and asynchronously in a fully remote environment, with a bias toward clear documentation, operational discipline, and continuous improvement.

Benefits

• Benefits to support your health, finances, and well-being
• Flexible Paid Time Off
• Team Member Resource Groups
• Equity Compensation & Employee Stock Purchase Plan
• Growth and Development Fund
• Parental leave
• Home office support