Lead Talent Management Partner

Responsibilities: - 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 (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. - Lead project management of the 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 provide managers with the insights needed to coach and develop their teams. - Design and deliver enablement that drives adoption - including change management plans, manager toolkits, training, and communications. - Consult and partner with People Business Partners, Division leaders, and DIB partners to ensure programs are practical and aligned to business needs. - Build succession planning, talent identification, and skills-based frameworks that strengthen leadership pipelines and improve internal mobility. - Partner with People Analytics to design and deliver dashboards that produce actionable, scalable insights for workforce decision-making. - Drive operational discipline by clarifying ownership, documenting processes, and continuously improving programs. Required Qualifications: - Innovative, AI-forward mindset with experience applying emerging technology to solve people problems. - Proven track record designing, implementing, and governing global talent management processes and enterprise-wide programs. - Product-minded approach to talent programs, with experience building roadmaps and prioritizing work. - Strong experience partnering with Technology teams, including translating program vision into business requirements (Workday experience a plus). - Strong program and project management skills for managing multi-phase rollouts in an asynchronous, fully remote environment. - Demonstrated change management and enablement capability. - Experience owning succession planning and talent identification approaches. - Strong analytical skills, including defining talent health metrics and building dashboards for executive audiences. - Ability to build trusted relationships and influence across diverse stakeholder groups.