• Support the development and execution of the organization’s enterprise talent management strategy in partnership with the Chief People Officer and VP of Talent Development & Performance.
• Design integrated talent management programs that align performance management, succession planning, talent reviews, employee engagement, career development, leadership readiness, and organizational capability.
• Build trusted partnerships through coaching, consultation, and collaboration, helping leaders strengthen organizational capability, develop their teams, and achieve business objectives.
• Shape and advance the organization’s talent philosophy by recommending innovative strategies that support organizational priorities and future workforce needs.
• Serve as a trusted advisor to leaders on talent management, employee engagement, organizational capability, and workforce development.
• Evaluate the effectiveness of enterprise talent programs and recommend continuous improvements using workforce analytics, employee feedback, business outcomes, and industry best practices.

• Own the enterprise performance management philosophy, framework, and annual performance management process.
• Design and continuously improve goal setting, performance conversations, feedback practices, evaluations, and development planning.
• Develop tools, resources, and coaching strategies that enable leaders to conduct meaningful performance conversations and effectively develop their teams.
• Facilitate enterprise performance calibration discussions that promote consistency, fairness, accountability, and organizational alignment.
• Analyze performance trends and recommend strategies that improve organizational and individual performance.

• Design and facilitate enterprise succession planning processes that strengthen leadership pipelines and organizational continuity.
• Lead enterprise talent review and calibration discussions.
• Partner with leaders to identify high-potential employees, assess organizational bench strength, and develop successor readiness plans for critical positions.
• Develop career development and internal mobility strategies that support employee growth and organizational sustainability.
• Monitor succession readiness and recommend strategies that strengthen future leadership capability.

• Lead the organization’s Gallup engagement strategy and employee listening initiatives.
• Administer engagement surveys, pulse surveys, and other employee listening activities.
• Coach leaders in interpreting engagement results and developing meaningful action plans that improve engagement, trust, and organizational culture.
• Develop enterprise strategies that strengthen employee experience, belonging, recognition, and retention.
• Monitor engagement trends and provide executive recommendations that improve organizational effectiveness.
• Partner on enterprise recognition initiatives that reinforce organizational values and high performance.

• Champion the organization’s strengths-based development philosophy.
• Partner with the VP of Talent Development & Performance to integrate CliftonStrengths into onboarding, leadership development, coaching, team effectiveness, and career development.
• Coach leaders on applying CliftonStrengths to improve leadership effectiveness, collaboration, employee development, and team performance.
• Develop tools and resources that help leaders leverage strengths to build high-performing teams.
• Evaluate strengths-based initiatives and recommend enhancements.

• Serve as a trusted coach and consultant to leaders on performance management, talent development, succession planning, employee engagement, career development, and organizational effectiveness.
• Strengthen leader capability by coaching managers to deliver meaningful feedback, conduct effective development conversations, and build high-performing teams.
• Facilitate talent discussions that help leaders identify, develop, and retain high-performing and high-potential employees.
• Coach leaders on interpreting Gallup engagement results, CliftonStrengths insights, talent analytics, and organizational trends to improve leadership effectiveness and team performance.
• Support leaders in developing meaningful Individual Development Plans (IDPs) and career growth opportunities.
• Influence enterprise talent decisions through coaching, facilitation, data, and strategic recommendations rather than positional authority.

• Develop executive dashboards measuring talent health, engagement, performance, succession readiness, internal mobility, retention, and organizational capability.
• Analyze workforce trends and provide strategic recommendations that inform executive decision-making.
• Identify organizational risks and opportunities related to talent, leadership readiness, engagement, and workforce capability.
• Partner with the People Operations Manager to ensure data integrity, reporting accuracy, and meaningful workforce analytics.

• Recommend talent strategies that strengthen organizational capability and prepare the workforce for future business needs.
• Partner with leaders to identify organizational capability gaps and recommend integrated learning and talent solutions.
• Develop and mature enterprise talent management capabilities that position the organization to meet current and future workforce needs while establishing scalable practices that support organizational growth.
• Support enterprise change initiatives by aligning talent management practices with organizational priorities.
• Promote a culture of continuous learning, coaching, accountability, inclusion, feedback, and employee development.

• A high-performing and consistently applied enterprise performance management program.
• Measurable improvements in Gallup engagement and employee experience.
• Strong succession plans and measurable improvements in leadership bench strength.
• Effective enterprise talent review processes that support informed talent decisions.
• Increased internal mobility and meaningful career development opportunities.
• Successful integration of CliftonStrengths into leadership and employee development.
• Improved coaching capability among leaders across the organization.
• Executive confidence in talent analytics and strategic recommendations.
• Strong partnerships that align talent management, learning, leadership development, and organizational capability.
• Recognition as a trusted enterprise advisor who influences talent strategy, strengthens leadership capability, and delivers measurable organizational outcomes.

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, Organizational Leadership, or a related field is required
• Master's Degree in Human Resources, Organizational Development, Business Administration, Psychology, Organizational Leadership, or a related field is preferred
• PhD a plus
• SHRM-CP, SHRM-SCP, PHR, or SPHR Certification
• Gallup Certified Strengths Coach or Gallup Workplace Consultant

• Minimum of seven (7) years of progressive experience in talent management, organizational development, employee engagement, leadership development, performance management, or a related People function is required
• Demonstrated experience designing and leading enterprise talent initiatives. is required
• Experience consulting with executive leaders and facilitating enterprise initiatives is preferred
• Experience with Gallup Engagement and CliftonStrengths strongly is preferred

• Comprehensive knowledge of talent management, performance management, employee engagement, succession planning, organizational development, career development, leadership effectiveness, coaching, facilitation, and change management.
• Demonstrated ability to design and implement enterprise-wide talent strategies and programs.
• Strong knowledge of Gallup engagement methodology and CliftonStrengths philosophy, with experience leading implementation, coaching, and action planning preferred.
• Exceptional coaching, facilitation, consulting, executive influence, presentation, and relationship-building skills.
• Strong analytical abilities with experience translating workforce data into strategic recommendations and organizational insights.
• Ability to influence leaders and drive organizational change without direct authority.
• Strong business acumen with the ability to align talent initiatives with organizational strategy.
• Excellent project management, strategic planning, and continuous improvement skills.
• Regular and reliable attendance is required.

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