Job Description

The Talent Partner, VP serves as a strategic, end‑to‑end talent advisor to HR Business Partners and business leaders aligned to specific business groups. The role designs and drives holistic talent strategies that span talent management, engagement, and learning, ensuring talent priorities are closely aligned with business objectives and outcomes.

The Talent Partner identifies organizational and capability gaps, delivers data‑driven insights, and recommends targeted interventions that advance development, strengthen leadership pipelines, and improve organizational effectiveness. Operating primarily at a strategic and advisory level, the role brings deep business context, judgment, and influence to senior talent decisions.

The Talent Partner partners closely with Talent Management, Learning & Development, Organizational Development, and Data & Analytics teams to ensure firmwide frameworks and initiatives are interpreted, customized, and applied effectively within the business context. Execution in this role is selective and business‑specific, focused on areas where hands‑on involvement strengthens credibility, accelerates impact, and supports priority talent outcomes.

Responsibilities include:

Strategic Talent Advisory

• Serve as a trusted advisor to business leaders and HR Business Partners on critical talent decisions, balancing leadership bench strength, talent risk, and opportunities to stretch and position talent in roles that build capability and sustain performance.

• Design and drive holistic, business‑specific talent strategies spanning talent management, engagement, and learning.

• Diagnose organizational, leadership, and capability gaps, using data, judgment, and pattern recognition to recommend targeted interventions that strengthen leadership effectiveness and organizational performance.

• Use talent analytics and workforce insights to identify trends, inform strategy, and influence decision‑making.

• Build and sustain strong professional relationships across regions and stakeholder groups to support business‑specific talent needs.

Talent Management

• Act as a bridge between the business and HR centers of excellence, partnering closely to ensure firmwide talent processes are applied consistently while remaining relevant to business context.

• Partner with HR Business Partners to facilitate and support talent reviews and bench planning, contributing insight and helping shape development plans and talent actions.

• Collaborate with HRBPs, Talent Management, and OD to ensure talent priorities are aligned and actionable.

Firmwide & Enterprise Talent Initiatives

• Serve as a consultative partner for firmwide talent and development initiatives, providing business‑specific input, perspective, and recommendations.

• Share insights and best practices from the business to improve the effectiveness and impact of enterprise talent processes.

• Support leader understanding and influence adoption of firmwide initiatives.

Employee Engagement & Organizational Effectiveness

• Partner with OD and HR Business Partners to interpret employee engagement data and use insights to inform and evolve talent strategies.

• Act as a resource and advisor to leaders, in partnership with HRBPs, to address engagement opportunities, including recognition approaches, communication strategies, and culture‑building initiatives.

• Advise leaders on actions that strengthen engagement, leadership effectiveness, and alignment with Blackstone’s culture and values.

Coaching, Development & Facilitation

• Consult on employee development and engagement, providing perspective and guidance aligned to business priorities.

• Provide targeted 1:1 training and internal coaching for senior leaders and high impact talent populations where it directly supports business priorities.

• Oversee, recommend, and partner on external executive coaching tied to business talent needs.

• Support leadership assessment and executive coaching initiatives in partnership with Talent Management and L&D.

• Facilitate strategic, business‑aligned discussions, workshops, and working sessions where hands‑on engagement directly supports priority business objectives, leadership effectiveness, or critical talent outcomes, with a focus on application and impact.

Qualifications:

• 8+ years of experience in talent, HR, or people strategy roles; experience in financial services preferred.

• Demonstrated success operating as a strategic thought partner to senior business leaders and HR Business Partners.

• Strong business acumen with the experience to connect talent strategy, leadership decisions, and organizational outcomes.

• Demonstrated experience to exercise sound judgment in complex, ambiguous talent situations and make high‑quality recommendations.

• Experience assessing talent risk, leadership readiness, and workforce implications, and advising leaders on tradeoffs.

• Strategic thinker who executes independently, with a strong sense of ownership and follow‑through.

• Collaborative team player who is comfortable engaging in hands‑on work when needed to ensure high‑quality outcomes.

• Proven experience to prioritize effectively, making thoughtful tradeoffs and focusing effort on the work that matters most.

• Proven experience to build trusted relationships across businesses, regions, and HR functions.

• Comfortable engaging and influencing stakeholders at all organizational levels, including senior leadership.

• Excellent communication, listening, and coaching skills, with the ex to facilitate productive, outcome‑focused conversations.

• Curious and adaptable, with an openness to new tools, technologies, and ways of working that enhance insight, efficiency, or decision‑making.

• Thriving in a dynamic, fast-paced, global organization, adapting to change and evolving business needs.

• Outstanding PowerPoint and Excel skills; familiarity with Co-Pilot or other AI tools.

The duties and responsibilities described here are not exhaustive and additional assignments, duties, or responsibilities may be required of this position.  Assignments, duties, and responsibilities may be changed at any time, with or without notice, by Blackstone in its sole discretion.

Expected annual base salary range:

Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications and job location. For roles located outside of the US, please disregard the posted salary bands as these roles will follow a separate compensation process based on local market comparables.

Additional compensation and benefits offered in connection with the roleconsist of comprehensive health benefits, including but not limited to medical, dental, vision, and FSA benefits; paid time off; life insurance; 401(k) plan; and discretionary bonuses. Certain employees may also be eligible for equity and other incentive compensation at Blackstone’s sole discretion.