Overall Purpose

The Sr. Lead Talent Management serves as an expert individual contributor responsible for designing, implementing, and continuously improving enterprise talent management practices, including performance management, talent reviews, succession planning, career pathing, and skills-based talent capabilities. The role translates Talent strategy and business priorities into scalable processes, tools, guidance, and insights that support effective talent decisions and strengthen the organization's talent pipeline.

Working across the Talent function and in partnership with HR leaders, Compensation, HR Strategy, business stakeholders, and technology partners, this role provides subject-matter expertise, leads complex talent initiatives, and uses data and insights to evaluate effectiveness and recommend improvements to enterprise talent practices.

Essential Functions

• Serve as a subject-matter expert for core talent management practices, including performance management, talent reviews, succession planning, high-potential identification, career pathing, and related talent processes.
• Design, implement, and continuously improve enterprise talent management processes, tools, templates, resources, and operating guidance based on business needs and Talent strategy.
• Lead planning and execution for complex annual and cyclical talent processes, establishing work plans, coordinating dependencies, managing risks, and aligning stakeholders on requirements, decisions, timing, and outcomes.
• Contribute expertise to the development and implementation of enterprise skills-based talent capabilities, including skills taxonomy, proficiency definitions, governance, and alignment of skills to job profiles and career paths.
• Develop approaches for collecting, validating, assessing, and using employee skills data in partnership with HR, technology, and other stakeholders.
• Partner with appropriate teams on Workday talent capabilities and configuration requirements; translate talent-process needs into functional requirements and evaluate opportunities to improve system-enabled talent practices.
• Apply talent and skills data to identify trends, capability gaps, and opportunities that inform career development, internal mobility, succession planning, learning, and workforce planning.
• Lead complex talent projects from requirements definition and solution design through implementation, evaluation, and transition to ongoing operations.
• Develop executive-level summaries, recommendations, toolkits, presentations, and other materials that translate complex talent information into clear business insights and actions.
• Establish, monitor, and evaluate appropriate metrics and KPIs for talent practices; synthesize findings and recommend improvements based on results.
• Research external practices, emerging approaches, and relevant workforce trends and apply findings to recommend improvements to talent management capabilities.
• Build alignment across stakeholders by explaining complex talent concepts, anticipating differing perspectives, and influencing adoption of recommended processes and solutions.
• Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.

Minimum Qualifications

• Education and/or experience typically obtained through completion of a bachelor's degree in Human Resources, Organizational Development, Organizational Effectiveness, Business, or a related field, or equivalent relevant experience.
• Typically has 12 years of experience or demonstrated portfolio consistent with experience required of the role.
• Demonstrated expertise in talent management practices such as performance management, talent reviews, succession planning, career pathing, talent assessment, or related disciplines.
• Demonstrated experience designing and implementing complex talent programs, processes, or solutions across multiple stakeholder groups.
• Experience applying data and analytics to evaluate talent practices, identify trends, and develop recommendations.
• Experience leading complex projects or major initiatives involving cross-functional stakeholders, dependencies, and organizational change.
• Demonstrated ability to independently translate strategic priorities and business requirements into scalable talent solutions.
• Strong consultation and stakeholder-influence capabilities, including the ability to communicate complex concepts and recommendations to senior stakeholders.
• Strong written, verbal, facilitation, and presentation skills.
• Background and drug screen.

Preferred Qualifications

• Experience developing or implementing skills-based talent practices, skills taxonomies, proficiency frameworks, or related capabilities.
• Experience with Workday talent functionality, processes, or configuration.
• Experience integrating talent-management practices with career development, learning, internal mobility, or workforce planning.
• Experience developing executive-level talent insights, metrics, dashboards, or decision-support materials.

Physical Requirements

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling, and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation.

Candidates responding to this posting must independently possess the eligibility to work in the United States at the date of hire.

The above job description is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow instructions and perform other related duties as assigned by their supervisor.

The base pay scale for this position in:
New York, NY/ San Francisco, CA in USD per year is: $154,000 - $193,000.

Additionally, candidates are eligible for a discretionary incentive plan and benefits.This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate's education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.

Some of the Ways We Prioritize Your Health and Happiness

• Healthcare Coverage - Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.
• 401(k) Retirement Plan - Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.
• Paid Time Off - Flexible Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.
• 12 weeks of Paid Parental Leave
• Maven Family Planning - provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work.

And SO much more! We continue to enhance our program, so be sure to check our Benefits page here for the latest. Our team can share more during the interview process!