Full Job Description
The Opportunity
The Talent Management Leader is responsible for designing, implementing, and continuously evolving enterprise talent management programs, frameworks, and processes that support Black & Veatch's broader talent strategy. Reporting to the Global Talent Leader, this role partners closely with HR Partners, Talent Acquisition, Talent Development, and business leaders to strengthen organizational capability, leadership readiness, and employee growth.
The Talent Management Leader serves as the enterprise owner of talent management programs and governance, including succession planning, internal mobility, performance management, talent reviews, talent assessment, leadership pipeline development, and career and capability frameworks. This role establishes scalable tools, methodologies, and standards that enable consistent talent practices across the organization while supporting business-specific needs.
The successful candidate will bring deep talent management expertise, strong business acumen, and the ability to influence leaders across the organization. Through strategic partnerships, talent insights, and leading practices, this leader will help create an environment in which employees can grow, advance, and contribute their fullest potential.
The Team
Black & Veatch's Business Enablement consists of critical groups that help enable the organizations people, projects, and businesses to be as successful as possible. Functions in this group include Digital & Information Technology, Global Finance, Global Human Resources, Legal, Risk Management, and Government Affairs and Real Estate and Building Services.
Key Responsibilities
Talent Management Programs, Frameworks & Governance
• Design and implement enterprise talent management programs, frameworks, and processes that support business objectives and talent priorities.
• Establish governance, standards, and leading practices that drive consistency across talent management activities globally.
• Develop career, capability, and talent frameworks, and resources that support employee growth, career progression, internal mobility, and future organizational capability needs.
• Leverage talent insights, assessments, analytics, and market trends to continuously improve talent programs and measure organizational impact.
Succession Planning, Talent Reviews & Leadership Pipeline
• Lead enterprise succession planning and talent review processes for leadership and critical roles.
• Establish talent assessment methodologies to evaluate performance, potential, readiness, and bench strength and support talent decisions across the organization.
• Establish processes to identify, assess, and accelerate high-potential talent and leadership pipelines across the organization.
• Monitor leadership pipeline health and provide recommendations to address talent risks, succession gaps, and future leadership needs.
Internal Mobility & Career Growth
• Develop and implement internal mobility strategies and programs that increase visibility of talent and career opportunities across the organization.
• Design processes that support career progression, talent movement, and retention of key talent.
• Partner with Talent Acquisition to align internal talent pipelines, mobility initiatives, and workforce needs.
• Promote a culture of career ownership, talent sharing, and continuous professional growth.
Performance Management
• Lead the design and continuous improvement of the organization's performance management philosophy, processes, and tools.
• Establish frameworks that support goal alignment, performance feedback, development planning, and accountability.
• Partner with HR Partners and business leaders to ensure consistent execution of performance management practices.
• Evaluate performance outcomes and recommend enhancements that strengthen organizational effectiveness and employee performance.
Strategic Partnerships
• Partner with HR Partners and business leaders to implement talent management practices that address organizational capability needs and support business objectives.
• Collaborate with Talent Development to align learning and leadership development initiatives with succession and talent priorities.
• Collaborate with Talent Acquisition to ensure alignment across recruiting, internal mobility, succession planning, and talent pipeline strategies.
• Provide thought leadership and strategic guidance on talent management trends, leading practices, and organizational capability needs.
Minimum Qualifications
• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, or a related field.
• 12+ years of progressive experience in talent management, organizational development, leadership development, or related talent disciplines, including experience supporting senior leaders in complex global organizations.
• Demonstrated expertise in succession planning, talent reviews, talent assessment, performance management, internal mobility, leadership pipeline development, and enterprise talent management programs.
• Proven ability to develop scalable talent frameworks, governance processes, and solutions that align business needs, organizational capability requirements, and talent strategy.
• Strong consulting, facilitation, communication, influencing, and relationship management skills, with a demonstrated ability to partner effectively with HR Partners, Talent Acquisition, Talent Development, and business leaders.
• Strong analytical and change leadership capabilities, including translating talent insights into action and driving adoption of enterprise-wide talent initiatives; advanced degree and people leadership experience preferred.
• All applicants must be able to complete pre-employment onboarding requirements, if selected, which may include a criminal or civil background check, drug screen, and motor vehicle records search, in compliance with applicable laws and regulations.
Work Environment/Physical Demands
• Typical office environment
• Hybrid or flexible work options may be offered after the first 90 days of employment based upon manager discretion, job performance and work assignments
Salary Plan
ADM: Administrative/Business
Job Grade
020
