Manager Talent Management

Company Overview

Boardwalk is a limited partnership operating in the midstream portion of the natural gas and natural gas liquids industry, providing transportation and storage services for our customers. Our 14,000 miles of pipeline and storage assets provide diverse market connectivity to producers and end-users who need reliable sources of natural gas for power generation, home heating or petrochemical feed stocks. We have the experience, knowledge, and flexibility to design service offerings and create system enhancements tailored to our customers’ needs throughout the 13 states in which we operate.

As an organization focused on sustainability, we are committed to protecting the environment while delivering this energy source. This commitment is made to our customers, employees, and the communities in which we operate. We incorporate environmental stewardship, safety, and compliance into our day‑to‑day operations and seek to strengthen and support the communities we serve. Additional information about the company can be found online at

We are currently looking for a Manager, Talent Management for our Houston, TX office.

The Manager, Talent Management is a leader within the Talent Management, L&D and OD/OE Center of Excellence. Reporting to the VP, Talent Management, L&D and OD/OE, this role leads the design, execution, and continuous improvement of enterprise talent processes and capability‑building programs that strengthen leadership readiness, workforce effectiveness, and culture.

This role serves as a consultative partner to HRBPs and business leaders, owning operational delivery for performance management, talent reviews, succession planning, and high potential (HiPo) identification, while also facilitating leadership and professional development experiences and targeted team/organization development interventions. The ideal candidate brings strong business acumen, executive‑ready facilitation, and a track record of delivering high‑impact talent solutions in a fast‑paced environment.

• Enterprise Talent Processes (Performance, Talent Reviews, Succession, HiPo)
• Lead end-to-end execution of performance management cycles (goal setting, mid‑year, year‑end), ensuring clear guidance, timelines, communications, and continuous feedback.
• Plan and facilitate talent reviews and calibration sessions with HRBPs and leaders to connect talent decisions to business needs, improve bench strength, and accelerate development to strengthen leadership pipeline.
• Execute succession planning for critical roles by assessing readiness, building successor slates, identifying bench risks, and partnering with leaders to create and drive individualized plans.
• Leadership Development & Learning Facilitation
• Facilitate leadership and professional development programs aligned to the enterprise learning strategy (e.g., coaching, feedback, psychological safety, leading change, managing ambiguity, career development).
• Create and equip leaders with practical resources, facilitation support, and reinforcement tools that strengthen capability and drive sustained behavior change.
• Partner with the VP and L&D stakeholders to align leadership and learning priorities to enterprise objectives and deliver scalable solutions that build leadership capability and address high‑impact needs.
• Organizational Development & Organizational Effectiveness (OD/OE)
• Diagnose team and organizational effectiveness opportunities using qualitative and quantitative data, and deliver targeted interventions that improve alignment, role clarity, decision-making, and collaboration to drive stronger results.
• Enable successful change and culture shifts by equipping leaders with the tools and reinforcement needed to sustain behavior change, improve engagement, and increase performance.
• Assessment Programs & Talent Insights
• Execute leadership assessment initiatives that strengthen leader selection and development (e.g., Hogan, Insights, 360 feedback) and partner with HR and leaders to translate results into clear, actionable development priorities.
• Partner with People Analytics and HRIS to analyze talent trends (performance…