Lead, Talent & Organizational Development

About the role

This role reports to the Director, Talent & Organizational Development. The Lead, Talent & Organizational Development will lead the evolution of our organizational design, talent management, and performance management practices.

Responsibilities

• Lead Organizational Design for an AI-Enabled Workforce
• Design future-state organizations that thoughtfully integrate AI-enabled workflows, automation, and human-AI collaboration while improving organizational effectiveness, speed, and decision quality in close partnership with the Director, TOD.
• Lead organizational design initiatives that align business strategy, operating models, talent, and workforce capabilities by partnering with our Business/Functional Leaders and People Business Partners.
• Move organizational design beyond reporting structures by shaping how work flows across the organization, including:
• Operating models
• Workflow design
• Decision-rights architecture
• Team interfaces and operating rhythms
• Human and AI role orchestration
• Cross-functional collaboration
• Support strategic workforce planning efforts by translating business strategy into future workforce capability, organizational design, and talent requirements.
• Own Organizational & Talent Review Processes
• Drive talent segmentation, critical role identification, and succession planning processes.
• Partner with People Business Partners and leaders to assess organizational health, talent risks, and future capability needs.
• Build actionable development and succession plans for key talent populations and strengthen leadership accountability for talent development and succession readiness.
• Evolve Career Growth Through Skills-Based Talent Architecture
• Collaborate closely with Total Rewards to continuously align our JCJ framework and job architecture.
• Partner across People, Technology, and business functions to identify critical future skills required in an AI-enabled workplace.
• Design frameworks that increase transparency into career growth opportunities and support internal mobility.
• Own Performance Management Strategy & Execution
• Continuously evolve performance management practices to reflect changing business needs, AI-enabled ways of working, and a culture of continuous growth, accountability, and high performance.
• Lead company-wide goal-setting, performance review cycles, calibration processes, and talent assessment discussions.
• Explore how AI can improve the quality, consistency, and effectiveness of performance conversations while keeping human judgment at the center of talent decisions.
• Build manager capability in feedback, coaching, performance conversations, and talent evaluation.
• Partner with leaders to reinforce a culture of accountability, continuous feedback, and high performance.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution, promotion effectiveness, and retention of key talent.
• Partner with People Analytics to identify trends and provide recommendations that improve organizational performance.
• Measure the impact and effectiveness of talent and performance management systems and continuously improve outcomes.
• Drive Data-Informed Talent Decisions
• Leverage talent analytics, workforce insights, and predictive indicators to inform organizational and talent decisions.
• Monitor talent health metrics including succession readiness, internal mobility, performance distribution,