Advise leaders on talent strategy, organizational design, and leadership effectiveness to align with long-term business goals. Develop and implement talent strategies that enhance workforce planning, employee engagement, and retention. Leverage talent analytics to track trends, diagnose challenges, and guide data-informed decision-making. Partner with Legal and People Operations to ensure compliance with employment laws and policies. Contribute to compensation and benefits strategy, ensuring competitive and equitable programs.

Build leadership capability through targeted training programs and co-author learning journeys with business leaders. Develop and oversee learning and development initiatives, prioritizing managerial capability and professional growth. Guide the Employee Experience Associate Manager on LMS administration and employee engagement surveys. Lead change management initiatives, fostering smooth transitions during organizational changes. Oversee the development and implementation of key talent programs, including performance management and career development. Guide managers in conducting performance evaluations and setting clear expectations. Talent Acquisition, Workforce Planning & Organizational Development Oversee the execution of talent acquisition strategies, ensuring alignment with workforce planning and business needs. Lead talent management and succession planning efforts to build leadership continuity and a strong internal pipeline. Drive workforce planning by aligning hiring, retention, and mobility strategies with business objectives. Lead organizational development initiatives to support team evolution, restructuring, and role clarity. Analyze employee engagement trends and recommend proactive strategies to enhance culture and retention. Requirements: 8+ years of progressive HR and talent experience, with at least 3 years in a strategic HRBP or leadership role. Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field; advanced degree or certifications (e.g., SHRM-CP, SHRM-SCP) preferred. Proven ability to drive talent strategy, workforce planning, and leadership development in a high-growth environment. Experience designing and implementing learning and development programs, especially focused on managerial capability. Demonstrated ability to manage direct reports, with a focus on employee experience and learning initiatives. Experience overseeing performance review processes and employee engagement surveys, translating insights into strategic actions. Strong leadership presence with the ability to advise, coach, and influence at all levels. Data-driven approach with experience leveraging analytics to inform strategy and measure impact. Excellent communication skills with the ability to translate complex HR topics into practical guidance. Strong problem-solving skills and proactive mindset, with the ability to navigate ambiguity and prioritize competing demands. Knowledge of HR systems (e.g., ADP Workforce Now, Greenhouse) and data tools (e.g., G-Suite, Excel). Benefits & Perks