Serve as the primary HR contact for senior business leaders of assigned client groups, partner with Director, HR on development and implementation of talent plans, organizational design, and organizational effectiveness solutions. Translate business goals into integrated talent strategics that support growth, performance, and engagement. Partner with Centers of Expertise (COE) to deliver on key HR programs (e.g., year-end processes, inclusive culture, workforce planning, talent review). Drive functional talent management planning, talent reviews and succession planning processes for assigned business units. Develops and deploys talent programs to ensure a talent pipeline that will successfully enable current strategies and future growth. Consult with and coach leaders on ethical, inclusive, and compliant people practices including how to develop and retain high-potential talent, foster an inclusive work culture, and may address complex employee matters, requiring escalation to Performance Consulting, Employee Relations, Legal or other areas of expertise as needed. Analyze and advise on trends in skill and capability gaps and work with L&D to address needs through use of company-programs or targeted programs. Champion internal mobility, mentoring, and development planning across teams. Work with HR Leaders, HR CO - Es, and business leadership on organizational change initiatives; provide organization design consultation on small and large-scale, complex business unit reorganizations. Ensure policies and practices are applied consistently and legally across functions and teams, delivering a One-HR approach to delivering HR programs and initiatives. Proactively identify opportunities for business leaders to improve team performance; analyzes business unit and talent data to identify trends and recommend solutions to improve performance, retention, engagement, and employee experience. Provide strategic guidance and work on assigned HR and business facing projects that supports business units and/or overall HR priorities; manages small, medium, and large projects simultaneously with excellent attention to detail and proficiency; communicates to varying levels across the organization with an ability to tailor presentation style to the audience; effectively communicates complex information in easy-to- understand methods; navigates complex situations with poise and resiliency. Build critical partnerships and demonstrate high-level collaboration with CO - Es and key stakeholders across Thrivent. Demonstrate keen understanding of the enterprise strategy and business priorities. Partners with organizational leaders and Communications Team to ensure proactive, effective communication strategies and processes for issues or situations of varying complexity. Act as a change agent, ensuring effective communication and adoption of HR programs; identifies, advocates for, and implements Human Resources best practices across all areas of the business. Serve as a thought partner and voice of the business to CO - Es in process improvements and program enhancements. Collaborate with HR CO - Es to lead the execution of cyclical talent management efforts, including talent review, succession planning, performance reviews, engagement surveys/action plans, talent review and calibration, compensation planning, etc. Understand latest trends in Human Resources overall and the HR Business Partne discipline to continually advance knowledge, skills, and abilities. Enables and ensures compliance in regulated practices/licenses pertinent to team/department/function. Model Thrivent’s leadership