Regional Talent Partner

Compensation Range

$155,000.00 - $180,000.00 Annual Salary

Job Description Summary

The Regional Talent Performance Partner serves as a strategic advisor to regional and divisional executive leadership, driving organizational performance through the alignment of enterprise talent strategies with business objectives and priorities. This role partners with leaders to strengthen workforce planning, enhance leadership effectiveness, advance succession, and improve employee engagement all to ensure workforce readiness that meets current and future business needs.

Job Description

Position Responsibilities and Duties

Primary Duties For The Regional Talent Director Will Include

• Serve as the senior talent leader for the assigned region, aligning talent strategies with business objectives and workforce needs.
• Partner with Regional, Divisional, SI, and Senior Leaders to drive organizational performance, leadership effectiveness, employee engagement, and workforce readiness.
• Lead execution of the annual talent calendar and facilitate talent strategy discussions focused on workforce planning, succession planning, leadership development, engagement, organizational effectiveness, and talent mobility.
• Lead, coach, and develop Talent Managers and Talent Engagement Managers within the region (as applicable).
• Facilitate workforce planning processes, talent reviews, and succession planning to ensure strong leadership pipelines and organizational continuity.
• Assess talent, performance, and engagement data to identify risks, development opportunities, and strategic workforce priorities.
• Partner with leaders on current trends and KPIs to continuously evolve a go-forward strategy that aligns with the goals of division, region, and enterprise business. Educate leaders on talent-related trends and developments within and beyond the industry.
• Partner with leaders to identify, develop, and accelerate high-potential talent and key successors.
• Support onboarding and transition planning for leadership positions and critical roles.
• Provide guidance on organizational design, team effectiveness, leadership alignment, and change management initiatives.
• Partner with Talent Acquisition on hiring strategies, workforce forecasting, talent mobility, and major staffing initiatives.
• Drive employee engagement and retention efforts through survey action planning, stay interviews, workforce insights, and culture initiatives.
• Partner with Learning & Development to identify capability gaps and deploy targeted development solutions.
• Provide strategic guidance on compensation considerations, market trends, and talent-related business decisions.
• Consult on complex employee relations matters and partner with Centers of Expertise to ensure effective resolution and compliance.
• Leverage talent metrics and workforce analytics to inform business decisions and measure organizational effectiveness.
• Participate in regional and enterprise talent initiatives while serving as a trusted advisor to business leaders.
• Perform other related duties as required.
  
  

Minimum Skills And Experience

• Strong business acumen with the ability to align talent strategies to business objectives and operational priorities.
• Demonstrated ability to influence and partner with senior leaders and executives.
• Extensive knowledge of talent management, workforce planning, succession planning, organizational development, employee relations, compensation, leadership development, and talent acquisition.
• Strong coaching, consulting, facilitation, and relationship-building skills.
• Excellent analytical, communication, and problem-solving abilities.
• Experience leading organizational change and driving employee engagement initiatives.
• Ability to interpret employment laws, regulations, and company policies and provide practical guidance.
• Proficiency with Microsoft Office Suite, HR systems, and workforce analytics tools.
• Bachelor's degree or equivalent experience required.
• Minimum of 8 years of progressive Talent, Human Resources, or Organizational Development experience.
• Minimum of 3 years leading Talent or Human Resources professionals.