Talent Management Partner

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Management Partner based in the United States. As a Talent Management Partner, you will serve as a strategic HR advisor, partnering with business leaders to strengthen talent strategies, develop leadership capabilities, and enhance organizational effectiveness. You will help translate business priorities into actionable people initiatives that improve employee engagement, performance, and long-term growth. Through workforce planning, talent development, succession planning, and organizational design, you will contribute to building high-performing teams and a resilient workforce. You will leverage workforce analytics and HR insights to identify opportunities, address talent challenges, and support informed decision-making. Working collaboratively with HR specialists and business stakeholders, you will guide leaders through complex employee matters, organizational changes, and evolving workforce needs. This remote opportunity is ideal for an experienced HR professional who combines strategic thinking, strong relationship-building skills, and a genuine passion for helping people and organizations thrive.

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