Talent Management Partner

<h3>Accountabilities</h3><li>Serve as the primary HR partner for assigned business groups, providing strategic guidance and day-to-day support on talent management, workforce planning, and employee-related matters.</li><li>Collaborate with business leaders to develop and implement workforce strategies, organizational design initiatives, succession plans, and talent development programs aligned with business objectives.</li><li>Coach and advise leaders on performance management, employee development, leadership effectiveness, team dynamics, and best practices for managing people.</li><li>Analyze workforce data, employee engagement results, and business performance insights to identify talent risks, opportunities, and areas for organizational improvement.</li><li>Facilitate talent reviews, succession planning discussions, and employee development initiatives to strengthen leadership pipelines and support career progression.</li><li>Partner with Employee Relations specialists on workplace investigations, performance concerns, sensitive employee situations, and complex people-related challenges.</li><li>Implement organization-wide HR programs and talent initiatives within assigned business areas, ensuring alignment with broader organizational priorities and people strategies.</li><li>Support leaders through organizational change, restructuring, workforce transitions, and other initiatives that affect teams and employee experiences.</li><li>Translate workforce metrics and HR analytics into actionable recommendations that improve employee engagement, organizational performance, retention, and team effectiveness.</li><li>Act as a trusted advisor to managers and employees, offering practical guidance on workplace concerns, development opportunities, and people management practices.</li><li>Collaborate with HR Centers of Excellence, including Employee Relations, Learning and Development, Compensation, and HR Information Systems, to deliver coordinated and effective talent solutions.</li><li>Build strong relationships across a collaborative, matrixed organization, influencing stakeholders and promoting a culture of accountability, inclusion, and continuous development.</li><h2>Requirements</h2><li>Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or an equivalent combination of education and professional experience.</li><li>At least 8 years of progressive HR experience, including work as an HR Business Partner, Talent Management Partner, HR Generalist, or in a comparable role supporting leaders within complex organizations.</li><li>Demonstrated experience in workforce planning, talent management, performance management, succession planning, and organizational effectiveness.</li><li>Proven ability to coach, influence, and advise leaders while developing trusted relationships across multiple organizational levels.</li><li>Strong business acumen, with the ability to understand organizational priorities and translate them into effective people strategies and talent solutions.</li><li>Working knowledge of employment law, employee relations practices, HR policies, and human resources best practices.</li><li>Experience collaborating with HR Centers of Excellence and cross-functional stakeholders to implement integrated talent programs and resolve complex workforce challenges.</li><li>Strong analytical capabilities, including experience interpreting workforce metrics, employee engagement data, and HR system reports to support strategic decision-making.</li><li>Excellent communication, consulting, problem-solving, and relationship management skills, with the ability to navigate challenging conversations constructively.</li><li>Sound judgment, discretion, and professionalism when handling confidential employee information and sensitive workplace situations.</li><li>Demonstrated ability to work effectively in a collaborative, matrixed environment while balancing competing priorities and supporting multiple business stakeholders.</li><li>Flexibility to travel periodically for business partner meetings, team gatherings, and organizational initiatives.</li><li>
<strong>Preferred qualifications:</strong>Professional HR certifications such as PHR, SPHR, SHRM-CP, or SHRM-SCP.</li><li>
<strong>Additional advantages:</strong>Experience supporting professional services, engineering, environmental, consulting, or similarly complex organizations.</li><li>
<strong>Additional advantages:</strong>Familiarity with Workday or comparable human resources technology platforms.</li><h2>Benefits</h2><li>
<strong>Competitive salary:</strong>Annual compensation ranging from $105,000 to $135,000, depending on geographic location, qualifications, experience, education, and relevant skills.</li><li>
<strong>Geographically adjusted compensation:</strong>Indicative annual salary ranges vary by location:</li>
<li>Group A — Montana, Maine, and Florida: $105,000–$120,000.</li><li>Group B — Pennsylvania, Massachusetts, Missouri, Georgia, and Rhode Island: $110,000–$125,000.</li><li>Group C — Connecticut, Colorado, New Jersey, designated Massachusetts locations (Andover and Canton), California, and New York: $115,000–$135,000.</li><li>
<strong>Comprehensive benefits package:</strong>Access to an employee benefits program designed to support personal well-being and professional needs.</li><li>
<strong>Remote work flexibility:</strong>Fully remote working arrangement within the organization's U.S. service areas.</li><li>
<strong>Meaningful work:</strong>The opportunity to influence employee development, leadership effectiveness, and organizational success within a mission-driven professional environment.</li><li>
<strong>Professional growth:</strong>Opportunities to collaborate with experienced HR professionals and business leaders while contributing to strategic talent initiatives.</li><li>
<strong>Inclusive workplace:</strong>A commitment to equal employment opportunity, accessibility, respect, and a collaborative culture.</li><li>
<strong>Work-life integration:</strong>A flexible remote work environment, with periodic travel to support business relationships, team collaboration, and company initiatives.</li>