Talent Partner

**About the Role**:
**Grade Level (for internal use)**: 12
**About the Role**:
This role can be EMEA virtual.
**Key Responsibilities**:
Build Talent Strategy
Collaborate with People Partners, Business Leaders, Organizational Effectiveness Leads, Development Leads, and People Analytics / Workforce Planning Leads to build an enterprise talent strategy that accounts for divisional nuances in needs for talent assessment, identification, development, and retention.
Propose a central way to capture talent information and partner with People Analytics to develop reporting mechanisms.
**Talent Assessment and Identification**:
Build frameworks for talent assessments to identify high-potential employees and key talent within the organization.
Utilize talent evaluation analytics to assess skills, competencies, and potential gaps.
Maintain and update talent data, profiles, and other pertinent information to ensure relevancy and accuracy.
**Talent Development and Retention Strategies**:
Develop and implement strategies for talent development and retention that align with business goals.
Collaborate with People Partners and business leaders to create individualized development plans for high-potential employees.
Partner with Development Leads to ensure alignment of talent strategy to development programs.
Monitor progress of development initiatives and adjust strategies as needed.
**Performance Assessment Oversight**:
Leverage the existing performance management frameworks (i.e., “Thrive”) to build performance assessment processes and tools.
Oversee performance assessment processes and tools to ensure they are effective and aligned with organizational objectives.
Provide guidance and support to managers and employees on performance management practices.
Analyze performance data to identify trends and areas for improvement.
Collaboration across the People Team and with Business Leaders:
Collaborate with People Partners to align talent management initiatives with business needs.
Serve as a strategic advisor to business leaders on talent-related matters.
Facilitate discussions and decision-making processes related to talent selection and deployment.
**Talent Pipeline Management**:
Collaborate with People Partners, Development Leads and Total Rewards to implement strategies to attract, engage, and retain top talent within the organization.
**Data Analysis and Reporting**:
Partner with data analytics to create key performance indicators for talent management to inform talent strategies and decisions.
Prepare and present reports on talent metrics, insights, and recommendations to senior leadership.
Identify opportunities for process improvements based on data analysis.
**Performance Management Systems**:
Manage and enhance performance management systems to support organizational effectiveness.
Ensure that performance management processes are fair, consistent, and transparent.
Train managers and employees on the use of performance management tools and best practices.
**What We're Looking For**:Required Qualifications and Experience**:Education**:
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Master’s degree or relevant certifications (e.g., SHRM, HRCI) are a plus.
**Experience**:
7+ years of experience in talent management, organizational development, or human resources.
Proven experience in conducting talent assessments and developing talent strategies.
Experience facilitating workshops performance management practices and tools.
Experience working in a complex, global organization is preferred.
Familiarity with performance management systems and tools.
**Skills**:
**Talent Evaluation Analytics**: Strong analytical skills with the ability to interpret complex data and translate it into actionable strategies.
**Strategic Planning**: Ability to develop long-term talent strategies aligned with business objectives.
**Collaboration**: Proven ability to work collaboratively with HR professionals and business leaders.
**Facilitator/Training Skills**: Ability to build and facilitate training materials and workshops to educate on performance management processes and tools.
**Performance Management Systems**: Proficiency in managing and optimizing performance management tools.
**Executive Presence**: Ability to communicate with polish and influence senior leaders and executives, and challenge respectfully.
**Communication Skills**: Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
**Confidentiality**: High level of integrity and discretion in handling sensitive information.
**Key Competencies**:
**Strategic Mindset**: Thinks ahead to future possibilities and translates them into breakthrough strategies.
**Relationship Building**: Builds partnerships and works collaboratively with others to meet shared objectives.
**Analytical Thinking**: Analyzes data and situations to make informed decisions and solve c