(60%) Strategic Development & Architecture of Enterprise Talent Management Foundational Talent Architecture & Maturity Build Assess current-state talent practices, tools, and organizational readiness; define a clear future-state vision and multi-year maturity roadmap Build enterprise Talent Management practices from zero, establishing first-generation frameworks for performance management, development, succession, and high-potential identification Define decision principles, standards, and governance to balance enterprise consistency with appropriate business flexibility Sequence and prioritize initiatives based on organizational readiness, leader capability, and change capacity Enterprise Talent Systems & Operating Rhythm Design and implement a new annual enterprise talent rhythm connecting performance, development, rewards, and succession into one consistent operating model Lead enterprise goal setting, quarterly check-ins, mid-year and year-end evaluations, and calibration processes Standardize performance management practices, including documentation, timelines, service-level expectations, and quality controls Establish baseline measures for adoption, cycle quality, and leader effectiveness; drive year-over-year improvements in completion, quality, and cycle efficiency Pay-for-Performance & Succession Integration Partner with Compensation to design and implement pay-for-performance frameworks supported by analytics, distribution guidance, and leader enablement Lead annual succession planning for Director roles, including talent profiles, readiness assessments, risk identification, and targeted development plans Design enterprise talent assessment approaches for high-potential team members, with measurable development progress and outcomes Develop career mapping and pathways, including technical and professional tracks, to strengthen internal pipelines and reduce reliance on external recruiting (30%) Simple, Modern, Tech-Enabled Talent Experiences Translate talent strategy into intuitive, scalable processes that leaders and team members value -- not heavy, compliance-driven programs Partner with HRIS and technology teams to design digital talent experiences within the organization's HCM platform (e.g., Workday, Cornerstone), including workflows, dashboards, and reporting Embed all Talent Management practices through leader training, communications, change management, and ongoing enablement Reduce rework, manual exceptions, and escalations through thoughtful design, governance, and system enablement Strengthen leader capability to own performance conversations, development planning, and talent decisions (5%) Team Member Leadership & Development Provide strong leadership to the Talent Management team, remaining approachable, objective, and outcomes-focused Lead hiring, onboarding, ongoing training, performance management, and development of direct reports Facilitate regular team meetings and one-on-one (1:1) meetings; ensure direct report leaders do the same Set clear priorities, ensure on-time delivery of milestones, and follow appropriate escalation paths Foster a culture of collaboration, accountability, continuous learning, and operational excellence (5%) Other Duties and Projects as Assigned Required: High School Diploma, or equivalent Bachelor's degree in Human Resources, Psychology, or related field Seven (7) years' experience in Human Resources Five (5) years' experience in strategic Talent Management Five (5) years' experience in team management; leading/supervising direct reports Demonstrated experience designing and implementing enterprise talent management and pay-for-performance systems; understands what "good" looks like from top-performing organizations. Experience training and coaching leaders to embed new practices and drive sustained organizational adoption. Background in building digital talent management experiences within modern HCM platforms (Cornerstone, Workday, etc.). Ability to design simple, intuitive frameworks that employees and leaders value--not heavy, compliance-driven processes. Data-driven mindset with the ability to interpret trends, identify risks, and produce actionable insights that shape talent decisions. Tech-savvy, comfortable partnering with HRIS to translate talent strategies into system configuration, workflows, and dashboards. Some travel is required between sites; a reliable means of transportation is required. Valid driver's license and proof of current insurance is required for the team member to personally drive a vehicle for company business (regardless of whether it's a company or personal vehicle) Preferred: Master's degree in Education, HR, or other applicable field Seven (7) years' experience in strategic Talent Management