Senior & Talent Solutions Lead

What You'll Do

The Senior Performance & Talent Solutions Lead supports the enterprise strategy and owns the functional product roadmap, process architecture, configuration partnership, and continuous improvement agenda for performance, talent, and succession solutions. Reporting to the Head of Talent and Performance Management, this role translates performance and talent philosophy, policy, and business requirements into simple, scalable, data-informed processes and Workday-enabled experiences. This role serves as the functional product and process lead for enterprise performance and talent solutions, including goal setting, performance reviews, calibration, talent profiles, talent reviews, potential assessment, succession planning, critical-role management, and development planning.

The role combines strategic ownership with hands‑on leadership of requirements, configuration decisions, testing, release readiness, user adoption, and annual‑cycle execution. The Senior Performance & Talent Solutions Lead partners closely with Talent & Performance Management, HR Technology, HR Operations, People Analytics, HR Business Partners, Talent Standards and Integration, and other stakeholders. The role owns functional priorities and business acceptance of the solutions, while HR Technology retains technical architecture and system‑configuration accountability where applicable.

Performance & Talent Solutions Strategy and Product Leadership Own the enterprise performance and talent solutions strategy and multi-release functional product roadmap, aligned with Talent & Performance Management priorities and the broader Talent COE operating model. Define the future‑state ecosystem for goal setting, performance, calibration, talent profiles, talent reviews, potential, succession, critical roles, talent pools, and development planning. Prioritize enhancements and investments based on business value, user needs, process risk, data requirements, Workday capabilities, technical feasibility, and organizational change capacity.

Establish product principles, success measures, value‑realization expectations, and a transparent intake and prioritization process for performance and talent solutions. Advise the Head of Talent and Performance Management on process feasibility, user experience, technology implications, data needs, and implementation trade-offs.

Own the global process architecture, end‑to‑end workflows, roles, decision rights, controls, exception governance, and documentation for performance and talent processes. Lead operational readiness and execution for goal setting, mid‑year performance, year‑end performance, calibration, talent review, and succession cycles. Drive process simplification, global consistency, and reduction of manual work, while defining principles for justified local or regulatory variation. Coordinate integrated calendars, dependencies, communications, leader enablement, support models, and post‑cycle reviews with functional and operational partners.

Identify process risks, adoption barriers, and recurring issues, and translate findings into prioritized improvements.

Serve as the functional product owner and subject‑matter lead for Workday Performance, Talent, and Succession capabilities. Translate business strategy and process requirements into functional requirements, user stories, process flows, configuration decisions, security requirements, test scenarios, and acceptance criteria. Partner with HR Technology and Workday configuration teams to design, configure, validate, and release scalable solutions that align with policy, governance, data, and…