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About the Role

This strategic leader is responsible for designing, implementing, and improving enterprise-wide talent and engagement strategies. The role drives data-informed talent practices to enhance business performance, leadership effectiveness, and organizational capability. It partners with senior executives, HR Business Partners, and functional leaders to align talent planning, performance management, and succession strategies with long-term organizational goals.

Responsibilities

Design and manage the performance management philosophy, processes, and tools to drive a high-performance culture.
Ensure alignment between individual goals, organizational priorities, and measurable outcomes.
Lead modernization of performance practices, including continuous feedback, goal-setting frameworks, and manager capability building.
Own and evolve the enterprise succession planning framework, including identification of critical roles and readiness pipelines.
Facilitate enterprise talent reviews and calibrations to ensure consistency, equity, and rigor.
Develop strategies to strengthen leadership pipelines and accelerate high-potential talent development.
Partner with HR and business leaders to diagnose organizational effectiveness issues and implement solutions.
Design and implement leadership development and team effectiveness programs to enhance leadership capabilities.
Serve as a key member of the employee engagement survey team.
Lead change management efforts related to talent programs and workforce transformation initiatives.
Drive initiatives that enhance employee engagement, accountability, and productivity.
Leverage engagement data to enhance organizational culture and promote employee wellbeing.
Develop dashboards and reporting frameworks to provide leadership visibility into talent metrics.
Use data insights to continuously refine talent strategies and programs.
Lead the design and execution of enterprise talent and performance management strategies aligned with business priorities.
Build organizational capability through training, tools, and coaching for HRBPs and leaders.
Serve as a trusted advisor to senior leaders on talent risks, bench strength, and workforce planning.
Foster a culture of inclusion, accountability, and continuous improvement within the team.
Collaborate across HR functions to ensure integrated talent solutions.
Influence senior stakeholders and drive alignment across functions and business units.
Advance Organizational Effectiveness and Culture (OEC) Goals, ensuring people from all backgrounds feel connected, included, and empowered.

Requirements

Proven experience leading enterprise-level talent and performance management programs.
Experience working with and influencing senior executives.
Interest in environmental and health advocacy.

Skills

Deep expertise in performance management, organizational assessments, succession planning, and leadership development.
Ability to analyze complex data and translate it into actionable insights.
Exceptional stakeholder management and influencing skills across multiple workstreams.
Strong facilitation and presentation skills to all levels of staff; effective virtual facilitation strongly preferred.
Strong change management and communication skills.
Strong strategic thinking and business acumen.
Ability to design and deliver pragmatic, results-oriented solutions in a fast-paced environment.
Demonstrates self-awareness, cultural competency, and inclusivity, with a commitment to continued learning and growth.
Proficiency with HR Technology; Workday experience a plus.
Demonstrated ability to use reporting and data to inform decision-making.

Location

Hybrid (great NYC area)

Work Type

2-year fixed term role

Experience Level

8+ years of progressive experience in Talent Management, Organizational Development, or HR Strategy.

Education Level

Bachelor’s degree required; advanced degree (MBA or Master’s in HR/OD) preferred.

Benefits

Strong total rewards package encompassing competitive salary, robust benefits, and professional development opportunities.

About the Company

Consistent with a modern global organization.

Equal Opportunity

People from all backgrounds and experiences feel connected, included, and empowered to address the environmental and organizational challenges in alignment with EDF values.