Talent Partner, VP

Role Overview

The Talent Partner, VP serves as a strategic, end‑to‑end talent advisor to HR Business Partners and business leaders aligned to specific business groups, designing and driving holistic talent strategies that span talent management, engagement, and learning. The role brings deep business context, judgment, and influence to senior talent decisions and collaborates closely with Talent Management, Learning & Development, Organizational Development, and Data & Analytics teams to customize firm‑wide frameworks within each business context.

• Strategic Talent Advisory
  • Serve as a trusted advisor to business leaders and HR Business Partners on critical talent decisions, balancing leadership bench strength, talent risk, and growth opportunities.
  • Design and drive holistic, business‑specific talent strategies spanning talent management, engagement, and learning.
  • Diagnose organizational, leadership, and capability gaps using data, judgment, and pattern recognition to recommend targeted interventions.
  • Use talent analytics and workforce insights to identify trends, inform strategy, and influence decision‑making.
  • Build and sustain strong professional relationships across regions and stakeholder groups to support business‑specific talent needs.
• Talent Management
  • Act as a bridge between the business and HR centers of excellence, ensuring firm‑wide talent processes are applied consistently while remaining relevant to the business context.
  • Partner with HR Business Partners to facilitate and support talent reviews and bench planning, shaping development plans and talent actions.
  • Collaborate with HRBPs, Talent Management, and OD to ensure talent priorities are aligned and actionable.
• Firmwide & Enterprise Talent Initiatives
  • Serve as a consultative partner for firm‑wide talent and development initiatives, providing business‑specific input, perspective, and recommendations.
  • Share insights and best practices from the business to improve the effectiveness and impact of enterprise talent processes.
  • Support leaders in understanding and influencing adoption of firm‑wide initiatives.
• Employee Engagement & Organizational Effectiveness
  • Partner with OD and HR Business Partners to interpret employee engagement data and apply insights to evolve talent strategies.
  • Advise leaders on actions that strengthen engagement, leadership effectiveness, and alignment with Blackstone’s culture and values.
• Coaching, Development & Facilitation
  • Provide targeted 1:1 training and internal coaching for senior leaders and high‑impact talent populations.
  • Recommend and partner on external executive coaching tied to business talent needs.
  • Facilitate strategic, business‑aligned workshops and working sessions to support priority business objectives.

• 8+ years of experience in talent, HR, or people strategy roles; experience in financial services preferred.
• Demonstrated success operating as a strategic thought partner to senior business leaders and HR Business Partners.
• Strong business acumen with the experience to connect talent strategy, leadership decisions, and organizational outcomes.
• Demonstrated experience exercising sound judgment in complex, ambiguous talent situations and making high‑quality recommendations.
• Experience assessing talent risk, leadership readiness, and workforce implications, and advising leaders on tradeoffs.
• Strategic thinker who executes independently, with a strong sense of ownership and follow‑through.
• Collaborative team player who is comfortable engaging in hands‑on work when needed to ensure high‑quality outcomes.
• Proven experience prioritizing effectively, making thoughtful tradeoffs and focusing effort on the work that matters most.
• Proven experience building trusted relationships across businesses, regions, and HR functions.
• Comfortable engaging and influencing stakeholders at all organizational levels, including senior leadership.
• Excellent communication, listening, and coaching skills, with the experience to facilitate productive, outcome‑focused conversations.
• Curious and adaptable, with openness to new tools, technologies, and ways of working that enhance insight, efficiency, or decision‑making.
• Thriving…