Talent Management Partner

The Talent Management Partner will independently own execution of workstreams across performance, careers, compensation, and broader talent initiatives. This is a hands-on role for someone who combines strong analytical capability with sound judgment and can support translation of talent problems into scalable solutions, through close partnership with PBPs and functional leaders.

• Apply established job evaluation frameworks to evaluate roles, document rationale, and flag cases requiring calibration for levelling decisions.
• Maintain job architectures, career paths, level descriptors and progression criteria; incorporate approved changes and maintain version control/source of truth.
• Partner with People Business Partners (PBPs) to track architecture gaps and recommend changes when the nature or complexity of work materially evolves.
• Independently own execution of assigned modules during performance and promotion review cycles.
• Analyze talent outcomes to identify patterns, inconsistencies, and opportunities for improvement.

• Maintain project plans, trackers, dependencies, schedules and completion reporting across talent management initiatives.
• Build scalable dashboards and standardized reporting templates across initiatives.
• Use Apps Script, GPT/API-based workflows and other automation tools to reduce manual work across recurring analysis, reporting, data validation and talent operations.
• Build and maintain automated data pipelines between talent datasets and reporting outputs, with appropriate data quality and exception flags.

• Serve as the first point of support for PBPs on established talent processes, data and frameworks; resolve standard queries and escalate judgment-heavy cases.
• Analyze issues, validate data and develop options/inputs for decision-making.
• Maintain documentation and templates that enable consistent application of Talent Management processes.

• 5+ years of progressive experience in Talent Management, Compensation/Rewards, People Consulting, Performance, Organization Design, or related disciplines.
• Hands-on compensation experience across market benchmarking, salary structures and pay design.
• Working knowledge of job evaluation methodologies, such as Aon, Korn Ferry/Hay, Mercer IPE, or equivalent.
• Strong analytical and modeling capability with advanced Excel or Google Sheets skills  and the ability to translate complex data into actionable recommendations.
• Aptitude to create basic Appscript/ChatGPT API-Based workflows to reduce manual effort in recurring tasks.
• Knowledge of career architecture, leveling, performance, and organization design principles.
• Strong stakeholder consulting and communication to explain complex concepts clearly.
• Ability to navigate ambiguity and exercise sound judgment when applying talent and compensation principles.
• Experience working in a global workforce.

• Experience in talent/rewards consulting, including Mercer, Aon, WTW, Korn Ferry, Big 4 People Advisory, or similar.
• Experience in SaaS, technology, or another high-growth environment.
• Exposure to equity compensation, global compensation, or pay-equity analysis.
• Experience designing or scaling enterprise career, performance, or talent frameworks.

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