Senior Talent Management & Engagement Partner

Overview

Ascend is the largest credit union in Middle Tennessee and one of the largest in the United States, with over $4 billion in assets. Ascend serves more than 265,000 members from 28 Middle Tennessee branch locations, Regional Operations Center, Teller Center and Corporate Headquarters. Our employees are critical to the credit union's success, and collaboration across employees, management, members, and the Board fuels our growth.

Thank you for your interest in a career with Ascend Federal Credit Union. We strive to provide rewarding career opportunities, competitive benefits, and a distinct work culture focused on serving member-owners.

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 shapes and advances the organization's talent philosophy by designing, implementing, and improving enterprise talent strategies and programs that strengthen leadership effectiveness, organizational capability, employee engagement, and long-term workforce readiness.

The role acts as a strategic advisor and internal consultant, partnering 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 for growth and future success.

Enterprise Talent Strategy

• 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.

Performance Management

• 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.

Talent Management & Succession Planning

• 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 successor readiness plans for critical positions.
• Develop career development and internal mobility strategies that support employee growth and organizational sustainability.
• Monitor succession readiness and recommend strategies that strengthen future leadership capability.

Employee Engagement & Organizational Culture

• Lead the organization's Gallup engagement strategy and employee listening initiatives.
• Administer engagement surveys, pulse surveys, and other employee listening activities.
• Coach leaders in interpreting engagement results and developing meaningful action plans that improve engagement, trust, and…