Talent Management Partner Lead

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Management Partner Lead based in the United States.

This senior talent management role will help shape succession readiness, critical talent development, and organizational effectiveness across North America.
You will partner closely with HR Business Partners and senior HR leaders to turn talent data into actionable strategies and measurable outcomes.
The role combines strategic talent consulting with hands-on execution across talent reviews, succession planning, development, and retention initiatives.
As a people leader, you will build and develop a growing team of Talent Management Partners while establishing high standards for quality and impact.
You will operate in a collaborative, matrixed environment alongside Learning & Development, Total Rewards, and other HR centers of excellence.
The position offers significant autonomy and visibility, with opportunities to influence enterprise-wide talent strategy and strengthen leadership pipelines.
Travel across North America may be required to support talent reviews, stakeholder engagement, and team collaboration.

• Drive succession readiness across assigned North American client groups by building and maintaining strong successor pipelines for critical roles and strengthening organizational bench strength.
• Lead talent reviews, calibration sessions, and the identification, assessment, and development of critical and high-potential talent in partnership with HR Business Partners.
• Serve as a dedicated talent management advisor to HRBPs, helping translate business priorities and critical-role requirements into actionable talent strategies.
• Build, monitor, and continuously improve succession readiness plans aligned with organizational priorities.
• Assess organizational structures and capability gaps, using evidence-based insights to recommend appropriate interventions.
• Execute targeted retention strategies, including stay interviews, flight-risk identification, and interventions designed to support critical talent retention.
• Connect high-potential and critical talent with stretch assignments, mobility opportunities, and cross-functional experiences that accelerate development and readiness.
• Design and support targeted development programs with Learning & Development and HRBP partners to address identified capability gaps.
• Produce and maintain talent health, pipeline readiness, and bench-strength reporting, translating data into clear recommendations for HR leadership and business partners.
• Track follow-through on talent review action plans and promote accountability for critical talent outcomes.
• Lead, coach, and develop direct reports, establishing clear expectations, performance goals, development plans, and an effective team operating rhythm.
• Hire, onboard, and integrate new team members as the function grows while establishing scalable workflows and team standards.
• Serve as a senior thought partner to the Global Talent Management leadership team and contribute to the broader strategic direction of the talent management function.

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related discipline.
• 8+ years of progressive HR experience, including at least 5 years focused on talent management, organizational development, or a closely related specialty.
• Demonstrated experience designing and facilitating talent reviews, succession planning processes, and high-potential identification and development programs.
• Proven ability to consult with and influence senior HR Business Partners and stakeholders on talent strategy, critical-role planning, and workforce capability.
• Previous experience managing or leading HR teams, including setting objectives, developing employees, coaching performance, and driving accountability.
• Strong analytical capabilities, with experience translating talent data, succession metrics, and bench-strength information into practical strategic recommendations.
• Excellent written and verbal communication skills, with the ability to communicate complex talent topics clearly to HR leadership and business partners.
• Strong expertise in talent strategy, succession planning, organizational effectiveness, and critical-talent development.
• Demonstrated ability to influence stakeholders without direct authority and build effective partnerships across a matrixed organization.
• High level of…