Contract to Hire - Talent Management Partner

The Talent Management Partner is a Talent Center of Excellence role that brings the process rigor, governance and operational discipline needed to execute the company’s critical talent priorities in support of the long-range business plan. The role partners closely with the Head of Talent Management, the Talent Win Room PMO lead and People Business Partners to ensure critical roles are consistently identified, governed and tracked from business need through recruiting, assessment and development.

The immediate priority is to establish and scale consistent processes for critical roles, success profiles and talent assessment across enterprise critical roles and strategic delivery roles. As these processes become established, the role will expand into quarterly talent reviews, succession and pipeline development, onboarding, leadership development and other enterprise talent programs.

The role is located in Charlotte, NC and will be in office Monday through Thursday with opportunity to be remote on Fridays.

What Success Looks Like

• Critical roles tied to the long-range business plan are identified, categorized, governed and tracked through one consistent process.
• Each applicable role has an approved success profile before recruiting begins.
• Assessment insights are connected to clear selection, onboarding and development actions.
• Talent data and process status are visible, current and decision-ready for People Business Partners and senior leaders.
• Over time, the role assumes ownership of additional talent management programs and contributes operational evidence and insight to talent strategy discussions.

Key Responsibilities

Critical Role Process and Governance

• Own the operating rigor for how critical roles are identified, flagged, documented and tracked from strategic business initiatives through recruiting and development.
• Maintain clear definitions, ownership, approvals, status and review cadence across enterprise critical value roles, strategic delivery roles and other designated roles.
• Create and maintain standard steps, templates, decision points and handoffs so each role moves through a consistent process.
• Prepare clear status views, identify breakdowns or risks, and drive timely follow-up with process owners.

Success Profile Development and Maintenance

• Partner with People Business Partners and hiring managers to draft success profiles using the established enterprise template.
• Quality-check profiles for clarity and consistency before approval by the appropriate People Business Partner and executive leader.
• Track profile completion and approval status for applicable roles and ensure status is visible ahead of established leadership reviews.
• Keep candidate slates, search guidance and assessment criteria aligned to the approved success profile.
• Maintain profiles as business needs, role requirements or talent decisions change.

Assessment Process: Pre-Hire Through Development

• Support the selection, contracting, onboarding and ongoing management of an external assessment provider, including commercial terms, process setup and billing coordination.
• Build and operate the assessment process in partnership with Talent Acquisition, Talent Management and People Business Partners.
• Schedule assessments, monitor completion and coordinate timely result readouts for hiring managers and People Business Partners.
• Use the approved success profile as the consistent benchmark for interpreting assessment results.
• Connect assessment insights to development priorities and appropriate follow-up actions.
• Escalate vendor, quality or process issues and help maintain a consistent approach across business segments.

Expanded Scope as the Role Grows

• Quarterly talent reviews and talent summits, including input preparation, action tracking and follow-through.
• Succession and pipeline development, including coverage, readiness and development actions for critical roles.
• Onboarding and integration for critical hires at executive and other priority levels.
• Leadership development, career pathways and performance management programs delivered through the Talent Center of Excellence.
• Cross-segment pattern identification, translating role, profile and assessment data into practical insights for talent strategy discussions.

Experience and Education Requirements

• Bachelor's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business or a related field, or equivalent relevant experience.
• 7+ years of progressive experience in talent management, talent assessment, selection, succession planning, leadership development or a closely related discipline.
• Demonstrated experience building or operating structured talent processes across multiple stakeholders, business units or geographies.
• Experience developing or applying success profiles, role profiles, competency models or assessment criteria to support talent decisions.
• Strong analytical capability, including the ability to translate role, profile and assessment data into clear status views, themes and recommended actions.
• Demonstrated ability to partner effectively with People Business Partners, Talent Acquisition, hiring managers and senior leaders.
• Strong project and process management skills, with the ability to establish governance, maintain standards and drive consistent follow-through.

Preferred Qualifications

• Master's degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business or a related field.
• Experience supporting enterprise talent reviews, succession planning, critical-role governance or executive talent processes.
• Experience selecting, implementing or managing external assessment providers, including vendor coordination and process integration.
• Experience connecting assessment results to selection, onboarding, development and succession actions.
• Experience working in a global, matrixed organization and balancing business-specific needs with enterprise-wide standards.
• Experience in adjacent talent disciplines such as leadership development, career pathways, executive onboarding or performance management.