Senior Talent Management & Engagement Partner

Senior Talent Management & Engagement Partner

Active - Full Time Salary

US-TN-Tullahoma | US-TN-Murfreesboro

Ascend is the largest credit union in Middle Tennessee and one of the largest credit unions in the United States, with over $4 billion in assets. With an occupation-based field of membership, Ascend is focused on the expansion and diversification of the select employee groups it serves, which creates greater security for the credit union and its member-owners. Approximately 650 employees serve more than 265,000 members from 28 Middle Tennessee branch locations, Regional Operations Center, Teller Center and Corporate Headquarters.

Ascend recognizes that its employees are critical to the credit union's sustained success and future growth. Our employees are the face of the credit union and their personal successes fuel the success of the team. Through collaboration between employees, management, our membership and our Board, we fuel an engine that propels the credit union forward.

Thank you for your interest in a career with Ascend Federal Credit Union! Being employed by Ascend is vastly different than just holding a job. The credit union prides itself on providing employees rewarding career opportunities, competitive benefits and a unique work culture. The credit union's commitment to its employees is fostered by its commitment to the member-owners, ensuring dedicated and engaged employees to serve the membership.

Ascend's vision to be the most loved credit union in our market by employees and members alike has earned the credit union distinctions including Federal Credit Union of the Year (NAFCU, 2015), Best Credit Union to Work For ) and Training MVP Awards ).

The Senior Talent Management & Engagement Partner serves as the organization's enterprise leader and subject matter expert for talent management, performance management, employee engagement, succession planning, talent reviews, career development, strengths-based development, and organizational capability. The role is responsible for shaping and advancing the organization's talent philosophy by designing, implementing, and continuously improving enterprise talent strategies and programs that strengthen leadership effectiveness, organizational capability, employee engagement, and long-term workforce readiness.

This role serves as a strategic advisor and internal consultant, partnering closely with the Chief People Officer, VP of Talent Development & Performance, executive leadership, and business leaders to align talent strategies with organizational priorities. Through strategic program leadership, executive coaching, workforce analytics, organizational consulting, and cross-functional collaboration, this role influences enterprise talent decisions and builds scalable talent practices that position the organization for continued growth and future success.

• 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…