Talent Management Architect
Talent Review Architecture & Calibration
The Talent Review Architecture & Calibration involves designing and recommending the enterprise talent review process. This includes the methodology, sequencing, calibration tools, and facilitator preparation materials that enable consistent, values-aligned talent conversations across the organization. The role also involves building and maintaining a calibration framework with behaviorally anchored criteria for assessing both performance and potential.
This role requires building feedback loops into the talent review cycle to track outcomes, revisit decisions, and continuously improve the system. The goal is to strengthen the organization’s capacity to promote from within and build the leadership pipeline for Children's Nebraska.
Talent Assessment Design & Instrument Selection
Designs and selects talent assessment instruments such as validated psychometric tools, 360-degree feedback processes, and leadership assessments. Ensures these instruments generate actionable data about capability and development needs. Designs the data architecture surrounding assessments to ensure results are stored, communicated, protected, and used effectively.
Approaches instrument selection with tool-agnostic judgment, evaluating validity, reliability, construct alignment, and potential for bias. Works with People Operations for platform integration and People Analytics for deeper data analysis.
Talent Review Process
Designs and recommends the enterprise talent review process. This includes the methodology, sequencing, calibration tools, and facilitator preparation materials that enable consistent, values-aligned talent conversations across the organization. Builds and maintains a calibration framework with behaviorally anchored criteria for assessing both performance and potential.
Partners with the PSA team to prepare them for effective talent conversations through calibration norms, pre-work design, and facilitator guidance that produces consistent outcomes across business units.
Succession Pipeline & High-Potential Framework
Designs and maintains the succession framework for critical roles. Defines successor readiness levels, structures pipeline review processes, and ensures succession conversations are data-informed. Develops a behaviorally grounded high-potential identification framework that meaningfully distinguishes potential from current performance and is resistant to proximity bias.
Ensures succession data connects to development action by coordinating with OD Advisors to maintain active development plans for each individual in a pipeline. The design and integrity of the succession process belong to this role; facilitation of succession conversations with senior leaders belongs to the PSA team.
Career Architecture & Development Pathway Design
Designs career pathway frameworks that give team members a clear, accessible picture of how growth is defined and supported at Children's Nebraska. Builds progression criteria that are role-relevant, behaviorally anchored, and equitably applied, connecting career architecture to the broader talent ecosystem.
Builds and maintains talent data infrastructure for evidence-based decision-making, including tracking succession pipeline health, assessment utilization, learning engagement, and talent review quality over time. Partners with People Analytics for deeper analytical work and organizational-level reporting.
Talent Analytics, Data Stewardship & Team Contribution
Builds and maintains talent data infrastructure for evidence-based decision-making. Produces talent insights for senior leader and HR audiences that are well-contextualized, honest about gaps, and oriented toward action. Contributes to the Talent & OD team’s collective practice and stays current with emerging research in talent management, succession science, assessment, learning, and applying innovative tools to meet the workforce of the future.