Job description

Role overview

The Global Talent Management function oversees how internal talent is identified, reviewed, and developed across the organization. Core areas include succession and contingency planning, promotions, individual development planning (IDP), workforce planning, and performance management.

Work arrangement and level

This position is based in New York City and follows a hybrid pattern of four in-office days and one remote day each week.
The role is at the Incoming Vice President level.
This opportunity is specifically focused on Talent Management; it is not a Talent Acquisition or HR Business Partner position.
Relevant experience must be directly tied to Talent Management work.

Key responsibilities

Analyze internal and external data, benchmarks, and quantitative models to generate recommendations for talent decisions.
Partner with the CHRO and HR Business Partners to assess the talent landscape, surface gaps, and define development needs.
Evaluate ROI and scenario impacts to shape talent strategies for future workforce requirements.
Guide business units through succession planning and contingency planning.
Prepare committee materials for regional and global talent forums.
Drive programs for emerging leaders and broader leadership development.
Own the talent review and promotion cycle, ensuring consistent, fair evaluation and feedback.
Coordinate the promotion pipeline with HRBPs so nominations align with business plans, target operating models, and role-size expectations.
Work with stakeholders to clarify business priorities, define needs, and recommend effective development solutions.
Connect individual and team performance outcomes to promotion and development opportunities.
Support business leaders in diagnosing performance issues and organizational effectiveness concerns.
Run performance management activities, including guidance on development actions.
Design and roll out talent development initiatives that strengthen internal mobility and career growth.
Find opportunities to improve HR processes through internal assessments, process reviews, and external benchmarking.
Develop papers and briefing materials for senior committees and regulators, showing compliance, risks, and mitigation approaches where needed.

Experience and expertise

At least 6 years of experience in Talent Management or HR Business Partnering.
Deep hands-on background in talent review, succession planning, workforce planning, and performance improvement/management.
Demonstrated success creating and running talent development programs.
Experience managing promotion processes.
Track record of working in a complex global organization.
Experience applying diversity, equity, and inclusion principles within talent processes and practices.

Skills and competencies

Strong command of talent management concepts, tools, and best practices.
Advanced analytical ability, including quantitative analysis and predictive modeling for workforce planning.
Capability in talent identification, performance review, and talent development.
Knowledge of assessment methods such as 360 reviews, simulations, high-potential assessments, personality tools, skills assessments, and competency assessments.
Ability to structure strong IDPs and SMART goals.
Understanding of workforce planning methods including forecasting, build/buy/borrow/bridge strategies, and attrition and supply-demand analysis.
Excellent meeting facilitation skills.
Strong communication, influencing, and stakeholder management skills.
Analytical and critical thinking with sound decision-making.
Strategic mindset with a continuous-improvement and systems-thinking approach.
Ability to work effectively in a complex environment and build leadership support.
Comfort with industry trend tracking and applying best practices.
Inclusive leadership, resilience, adaptability, and integrity.

Education

A degree in Human Resources, Business Administration, or a related discipline is preferred; equivalent relevant experience is also acceptable.

VP, Talent Management