The key responsibilities of the role include:
• Own the end to end approach, delivery, and continuous evolution of enterprise talent and succession planning and performance management practices, from strategy through execution and adoption.
• Serve as a trusted thought partner to Talent Management leadership, contributing informed points of view, analysis, and recommendations to shape strategy, priorities, and future state direction.
• Translate strategic direction into detailed, executable plans—defining frameworks, tools, sequencing, and operating guidance that enable consistent, high quality execution.
• Provide day to day leadership, direction, and prioritization for team members and stakeholders supporting talent and performance programs, enabling focused execution and skill development.
• Act as a subject matter expert on talent management practices, offering clear perspectives, guidance, and decision support to HR partners, Talent Advisors, and business stakeholders.
• Prepare, communicate, and facilitate through compelling written materials and decks that clarify intent, surface trade offs, and drive alignment and decisions.
• Lead complex, cross functional stakeholder engagement, building trust, managing competing inputs, and sustaining momentum without formal authority.
• Navigate ambiguity and evolving requirements by applying sound judgment, critical thinking, and a bias for action—bringing structure and progress where answers are not predefined.
• Partner closely with HR Technology and Workday teams to ensure solutions are user centered, operationally sound, and supported by effective change management.
• Establish success measures, monitor outcomes, and apply insights to continuously improve program effectiveness, simplicity, and impact.
• Lead change and adoption efforts, ensuring leaders and HR partners understand not just what to do, but why it matters and how to apply practices effectively.