Talent Management Partner

Job Summary:   The Talent Management Partner is a strategic advisor and execution leader responsible for aligning talent, leadership capability, and organizational effectiveness to business strategy. This role partners closely with senior leaders to translate business priorities into integrated talent strategies, including performance management, succession planning, leadership development, and organization design. The Talent Management Partner plays a critical role in driving execution excellence, leadership effectiveness, and workforce capability across the organization.   Job Duties and Responsibilities:   Talent Management & Leadership Development Lead enterprise talent processes, including: Performance management and goal alignment Talent reviews and 9-box calibration Succession planning for critical roles Define and implement leadership expectations and capability frameworks Identify and accelerate development of high-potential talent Partner with leaders to create targeted development and succession plans   Organization Effectiveness & Design Lead organization design and role clarity efforts aligned to business strategy Drive workforce planning, including structure, skills, and capacity alignment Support operating model evolution and integration efforts Ensure teams are structured for both short-term execution and long-term growth   Change Management & Leader Enablement Partner with leaders to support major transformation initiatives and organizational change Equip managers with tools, messaging, and coaching to lead effectively through change Drive adoption of new talent processes, behaviors, and leadership expectations Act as a stabilizing partner during periods of ambiguity and organizational transition   Talent Programs & Capability Building Design and implement programs that strengthen organizational capability, including: Leadership development initiatives Learning and development strategies Skills and capability assessments Ensure talent and development initiatives are directly tied to business outcomes   Data-Driven Decision Making Leverage people analytics and insights to inform talent decisions Monitor key metrics (performance, engagement, bench strength, retention) Provide recommendations based on data, not intuition   Cross-Functional Collaboration Partner with HR Centers of Excellence (Total Rewards, L&D, HR Operations) to deliver integrated solutions Collaborate with Finance and business leaders on workforce planning and investment decisions Ensure alignment across HR initiatives, talent strategy, and broader business priorities   Qualifications: Bachelor’s degree in human resources, Business, Organizational Development, or related field 7–10+ years of progressive HR, talent management, or HRBP experience Strong experience in: Talent management and performance systems Organization design and workforce planning Leadership development and succession planning Change management and transformation support Proven ability to influence senior leaders and drive adoption Strong business acumen and ability to connect talent strategy to business outcomes   Preferred Qualifications:   Experience in manufacturing, medical device, or regulated environments Experience supporting growth, integration, or operating model transformation Advanced degree or HR certification (SPHR, SHRM-SCP)