About this role
Responsibilities include, but are not limited to:
- Shape, scale, and execute enterprise talent development priorities in partnership with the Head of Talent and Chief Inclusion Officer.
- Design, lead, and continuously improve core development practices, including talent development, manager enablement, career development, development planning, and talent review follow-through.
- Advance enterprise talent review and succession planning by turning talent insights into clear development actions, readiness plans, and follow-up that strengthen leadership pipelines and critical role coverage.
- Develop scalable frameworks, tools, resources, and leader enablement materials that make talent development easier to understand, apply, and execute consistently across the enterprise.
- Advise and partner with HR Business Partners, Talent Acquisition, Inclusion and Belonging, Learning & Development, People Analytics, senior leaders, business leaders, and other stakeholders to connect development priorities to business and workforce needs.
- Use talent data, performance trends, engagement insights, listening feedback, and workforce indicators to identify capability gaps, shape development solutions, and measure impact.
- Translate talent insights into executive-ready materials, program updates, dashboards, recommendations, and decision support that help leaders understand development priorities, outcomes, risks, and next steps.
- Embed inclusion, objectivity, and consistency into development programs, career experiences, coaching resources, and leadership practices.
- Lead complex development initiatives with strong project discipline, stakeholder engagement, change management, measurement, and continuous improvement.
Qualifications
Required Skills:
- A demonstrated track record of designing, leading, and improving development experiences such as, manager capability building, career development resources, mentoring, coaching, succession and development planning.
- The ability to build alignment across functions, influence senior stakeholders, and deliver results through partnership in a matrixed environment.
- Sound judgment, strong facilitation skills, and credibility advising leaders on development needs, program design, organizational capability, and practical solutions.
- Business acumen and the ability to connect development priorities to enterprise strategy, organizational capability, leadership effectiveness, and measurable outcomes.
- Strong analytical judgment, with experience using talent data and workforce insights to shape recommendations and measure progress.
- Exceptional consulting, facilitation, stakeholder management, executive communication, written communication, and presentation skills.
- Experience leading complex, cross-functional development initiatives with clear planning, disciplined execution, stakeholder accountability, change management, and measurable outcomes.
- Experience in financial services, regulated industries, professional services, or other complex enterprise environments.
- Experience supporting leadership development, career mobility, manager effectiveness, talent review follow-through, succession or development planning.
- Applied experience with assessment tools, coaching methodologies, instructional design, change management, organizational development, or talent analytics.
- Experience integrating inclusion and belonging principles into talent management systems and leadership practices.
- Familiarity with HR technology platforms, talent review tools, performance systems, employee listening platforms, or people analytics dashboards.
Required Experience:
- Bachelor's degree in a related business field and a minimum of 12 years of progressive Human Resources, talent development, learning and development, organizational development, leadership development, or related experience, including experience designing and scaling enterprise-wide development solutions in complex organizations.
Preferred Experience:
- Master's degree or relevant certifications.
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