Global Talent Management Lead

• Are you passionate about creating talent frameworks, succession strategies, and capability programs that directly influence the future success of a global organization?
• Do you thrive in highly visible roles where you can work with diverse stakeholders across business functions, bringing people together to drive alignment, collaboration, and better talent outcomes?
• Would you like to join a company that embraces continuous improvement, values fresh perspectives, and provides opportunities to learn, grow, and make a real difference?

Location:

EEA/EU |

Reports to:

Global Head of Talent | Work Arrangement:
Remote | Visa Requirements:
Valid working visa for country of employment | Language Requirements:
Professional level English, both written and verbal

you will design, implement, and continuously evolveour integrated global talent management framework that enables consistent, transparent, and scalable talent decisions across the organization. You will translate our global talent philosophy into practical governance, frameworks, and Workday-enabled processes covering talent reviews, talent mapping, succession planning, promotions, internal mobility, career progression, critical roles, critical skills, and future capability planning. Partnering closely with P&C Business Partners, HRIS, Talent Analytics, Learning & Leadership Development, DEIB, PMO, and regional stakeholders, you will drive the global talent roadmap and ensure talent decisions are data-driven, inclusive, aligned with business priorities, and responsive to future workforce needs, supporting successful global rollout and adoption across the organization.

• Skills, competencies and capability frameworks: Build and maintain functional and technical skills frameworks that complement the existing competency and job architecture. Define critical skills and capability requirements, assess skill gaps in partnership with P&C Business Partners (BP), and translate insights into targeted talent, development and workforce planning actions.
• Talent mapping, review and calibration: Develop methodologies, guidance, toolkits and facilitation materials for talent mapping, talent review and calibration processes. Enable leaders and P&C BPs to identify high-potential talent, critical roles, readiness, retention risks and future leadership pipelines using consistent standards and decision criteria.
• Succession and workforce continuity: Establish succession planning standards and processes for critical roles, ensuring clear visibility of bench strength, readiness and capability risk. Partner with leaders to strengthen succession coverage and long-term business continuity.
• Performance, promotion and career progression: Connect talent practices with performance management, promotion standards and career pathing. Provide guidance and enablement that helps managers and employees understand progression opportunities, development expectations and transparent decision criteria.
• Workday and HCM enablement: Partner with HRIS and Talent Analytics to enable talent management processes within Workday or comparable HCM platforms. Support roadmap delivery for talent profiles, skills data, talent mapping, succession records, development actions and reporting, while defining data standards and improving data completion, quality and usability.
• Governance, standards and consistency: Define and apply global standards and governance across regions while allowing appropriate local application. Monitor adoption, identify where practices are inconsistent or overly complex, and work with P&C and regional stakeholders to improve ways of working.
• Talent analytics, reporting and insight: Build and interpret talent reporting on talent profile completion, talent review participation, succession coverage, readiness, skill gaps, capability risk, adoption and outcomes. Translate data into clear, decision-ready insights for senior leaders and P&C.