Talent Management Partner

About the position The Talent Management Partner supports the design, execution, and continuous improvement of enterprise talent processes that help Acuity identify, develop, and mobilize talent against business needs. This individual contributor role partners across HR, business leaders, Talent Acquisition, Learning & Development, HR Technology, Analytics, and global stakeholders to enable consistent, practical, and data-informed talent practices. This role is ideal for someone who enjoys turning strategy into practical tools, processes, and leader-ready materials that make it easier to develop talent, support meaningful career growth, strengthen leadership readiness, and connect associate contribution to business impact.

The role supports core talent work including performance management, talent reviews, succession planning, internal mobility, career development, engagement listening, manager action planning, change communications, program adoption, and talent data quality to enable stronger enterprise reporting and better-informed decisions.

• Support the execution and continuous improvement of enterprise talent processes, including performance management, talent reviews, succession planning, development planning, calibration, and internal mobility.
• Partner with HR, business leaders, Talent Acquisition, Learning & Development, HR Technology, Analytics, and global stakeholders to enable consistent, practical, and data-informed talent practices.
• Develop tools, templates, communications, dashboards, and leader-facing resources that make talent processes easier to understand, adopt, and execute.
• Coordinate annual and cyclical talent activities, including timelines, stakeholder inputs, data collection, meeting preparation, readiness materials, and follow-up actions.
• Analyze talent, performance, succession, mobility, and engagement data to identify themes, risks, readiness gaps, and development opportunities.
• Facilitate and support talent review, calibration, succession, engagement, and development planning discussions to help leaders make consistent, evidence-based decisions.
• Support program adoption, change communications, process documentation, data governance, reporting accuracy, and continuous improvement across talent programs and tools.
• Help embed inclusive, values-driven talent practices that support associate growth, internal movement, leadership readiness, and better enterprise decision-making.

• Bachelor’s degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related field preferred, with 5–7 years of experience in talent management, HR, organizational development, or related talent functions.
• Strong understanding of enterprise talent practices, including talent reviews, succession planning, performance management, development planning, career pathways, internal mobility, and leadership readiness.
• Demonstrated ability to manage complex work, coordinate stakeholders, facilitate talent discussions, and deliver high-quality outcomes in a fast-paced, matrixed environment.
• Strong analytical and systems fluency, with experience using talent data, dashboards, HR platforms, reporting tools, and data validation processes to identify insights and improve reporting accuracy.
• Excellent communication and change enablement skills, including the ability to create clear leader-facing materials, executive-ready summaries, process documentation, adoption resources, and stakeholder readiness plans.
• Trusted, people-centered partner who balances consistency, confidentiality, business judgment, practical execution, and a genuine commitment to helping associates grow, contribute, and do meaningful work.
• Available to come onsite to our Atlanta HQ as business needs require.

• Experience supporting talent process implementation or transformation in a global, matrixed organization.
• Experience with Workday, SAP Success Factors, Oracle HCM, or similar enterprise talent platforms is a plus.
• Experience translating employer brand, associate value proposition, or culture messaging into HR-owned processes, communications, tools, or associate lifecycle moments is a plus.

• Flexibility to work from home