AVP Talent Acquisition - Talent Intelligence

This is a full-time onsite role based in the location(s) posted and is performed from the designated work location five days per week.

The Assistant Vice President (AVP), Talent Intelligence is responsible for leading AT&T's enterprise Talent Intelligence function, connecting leadership succession planning with proactive external talent strategy. This executive leader partners closely with Talent Management to assess succession readiness across critical leadership positions, identify future talent risks, and develop external leadership pipelines to support long-term business continuity.

The AVP will leverage workforce analytics, talent intelligence, competitive market insights, and executive networking to identify high-caliber external leaders for key and strategic roles. This role focuses on building relationships with potential future leaders, creating actionable succession strategies, and ensuring AT&T maintains a robust external bench of talent aligned to future business needs.

This position serves as a strategic advisor to senior executives by providing talent market intelligence, succession insights, and recommendations that enable informed leadership planning decisions.

• Partner with Talent Management to evaluate succession readiness for officer, vice president, and critical leadership roles.
• Identify succession vulnerabilities, leadership gaps, and positions with limited internal bench strength.
• Develop strategies to strengthen succession pipelines and mitigate leadership risk.
• Participate in enterprise talent review and succession planning processes.

• Build an enterprise-wide talent intelligence capability that provides actionable insights on leadership talent availability, competitor movements, and market trends.
• Conduct leadership talent mapping across target industries, competitors, and adjacent sectors.
• Analyze external labor market dynamics and executive talent trends.
• Deliver executive reports and recommendations to HR and business leadership teams.

• Identify and cultivate relationships with high-performing external leaders aligned with future succession needs.
• Develop long-term candidate engagement strategies for key executive and mission-critical roles.
• Build and maintain leadership talent communities and executive prospect pipelines.
• Create talent maps and candidate slates for anticipated future vacancies.

• Conduct strategic outreach and exploratory discussions with prospective executive candidates.
• Assess leadership capabilities, career aspirations, mobility preferences, and organizational fit.
• Maintain ongoing relationships with high-potential leaders in priority talent segments.
• Ensure external pipelines reflect enterprise diversity and inclusion objectives.

• Utilize workforce data, retirement projections, organizational trends, and market intelligence to anticipate future leadership needs.
• Develop predictive models that inform strategic workforce and succession planning decisions.
• Create dashboards and executive-level reporting to monitor leadership pipeline health.
• Translate talent intelligence into actionable business recommendations.

• Serve as the primary liaison between Talent Acquisition and Talent Management regarding enterprise succession planning.
• Partner with senior leaders and HR Business Partners to understand future organizational capability needs.
• Align executive recruiting strategies with long-term business growth objectives.
• Influence enterprise talent decisions through data-driven recommendations and market insights.