Sr. Lead Talent Management

At Early Warning, we’ve powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze®, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses. Early Warning follows a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

The Sr. Lead Talent Management serves as an expert individual contributor responsible for designing, implementing, and continuously improving enterprise talent management practices, including performance management, talent reviews, succession planning, career pathing, and skills-based talent capabilities. The role translates Talent strategy and business priorities into scalable processes, tools, guidance, and insights that support effective talent decisions and strengthen the organization’s talent pipeline.

Working across the Talent function and in partnership with HR leaders, Compensation, HR Strategy, business stakeholders, and technology partners, this role provides subject-matter expertise, leads complex talent initiatives, and uses data and insights to evaluate effectiveness and recommend improvements to enterprise talent practices.

Serve as a subject-matter expert for core talent management practices, including performance management, talent reviews, succession planning, high-potential identification, career pathing, and related talent processes.

Design, implement, and continuously improve enterprise talent management processes, tools, templates, resources, and operating guidance based on business needs and Talent strategy.

Lead planning and execution for complex annual and cyclical talent processes, establishing work plans, coordinating dependencies, managing risks, and aligning stakeholders on requirements, decisions, timing, and outcomes.

Contribute expertise to the development and implementation of enterprise skills-based talent capabilities, including skills taxonomy, proficiency definitions, governance, and alignment of skills to job profiles and career paths.

Develop approaches for collecting, validating, assessing, and using employee skills data in partnership with HR, technology, and other stakeholders.

Partner with appropriate teams on Workday talent capabilities and configuration requirements; translate talent-process needs into functional requirements and evaluate opportunities to improve system-enabled talent practices.

Apply talent and skills data to identify trends, capability gaps, and opportunities that inform career development, internal mobility, succession planning, learning, and workforce planning.

Lead complex talent projects from requirements definition and solution design through implementation, evaluation, and transition to ongoing operations.

Develop executive-level summaries, recommendations, toolkits, presentations, and other materials that translate complex talent information into clear business insights and actions.

Establish, monitor, and evaluate appropriate metrics and KPIs for talent practices; synthesize findings and recommend improvements based on results.

Research external practices, emerging approaches, and relevant workforce trends and apply findings to recommend improvements to talent management capabilities.

Build alignment across stakeholders by explaining complex talent concepts, anticipating differing perspectives, and influencing adoption of recommended…