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About the Role

The Sr. Lead Talent Management serves as an expert individual contributor responsible for designing, implementing, and continuously improving enterprise talent management practices, including performance management, talent reviews, succession planning, career pathing, and skills-based talent capabilities. The role translates Talent strategy and business priorities into scalable processes, tools, guidance, and insights that support effective talent decisions and strengthen the organization's talent pipeline.

Responsibilities

Serve as a subject-matter expert for core talent management practices, including performance management, talent reviews, succession planning, high-potential identification, career pathing, and related talent processes.
Design, implement, and continuously improve enterprise talent management processes, tools, templates, resources, and operating guidance based on business needs and Talent strategy.
Lead planning and execution for complex annual and cyclical talent processes, establishing work plans, coordinating dependencies, managing risks, and aligning stakeholders on requirements, decisions, timing, and outcomes.
Contribute expertise to the development and implementation of enterprise skills-based talent capabilities, including skills taxonomy, proficiency definitions, governance, and alignment of skills to job profiles and career paths.
Develop approaches for collecting, validating, assessing, and using employee skills data in partnership with HR, technology, and other stakeholders.
Partner with appropriate teams on Workday talent capabilities and configuration requirements; translate talent-process needs into functional requirements and evaluate opportunities to improve system-enabled talent practices.
Apply talent and skills data to identify trends, capability gaps, and opportunities that inform career development, internal mobility, succession planning, learning, and workforce planning.
Lead complex talent projects from requirements definition and solution design through implementation, evaluation, and transition to ongoing operations.
Develop executive-level summaries, recommendations, toolkits, presentations, and other materials that translate complex talent information into clear business insights and actions.
Establish, monitor, and evaluate appropriate metrics and KPIs for talent practices; synthesize findings and recommend improvements based on results.
Research external practices, emerging approaches, and relevant workforce trends and apply findings to recommend improvements to talent management capabilities.
Build alignment across stakeholders by explaining complex talent concepts, anticipating differing perspectives, and influencing adoption of recommended processes and solutions.
Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Organizational Effectiveness, Business, or a related field, or equivalent relevant experience.
Typically has 12 years of experience or demonstrated portfolio consistent with experience required of the role.
Demonstrated expertise in talent management practices such as performance management, talent reviews, succession planning, career pathing, talent assessment, or related disciplines.
Demonstrated experience designing and implementing complex talent programs, processes, or solutions across multiple stakeholder groups.
Experience applying data and analytics to evaluate talent practices, identify trends, and develop recommendations.
Experience leading complex projects or major initiatives involving cross-functional stakeholders, dependencies, and organizational change.
Demonstrated ability to independently translate strategic priorities and business requirements into scalable talent solutions.
Strong consultation and stakeholder-influence capabilities, including the ability to communicate complex concepts and recommendations to senior stakeholders.
Strong written, verbal, facilitation, and presentation skills.
Background and drug screen.
Must independently possess the eligibility to work in the United States, for any employer, at the date of hire.
This position is ineligible for employment Visa sponsorship.

Skills

Performance management
Talent reviews
Succession planning
Career pathing
Skills-based talent capabilities
Data and analytics
Project leadership
Stakeholder influence
Written communication
Verbal communication
Facilitation
Presentation skills
Workday talent functionality

Location

United States

Work Type

Hybrid

Experience Level

12 years of experience

Education Level

Bachelor's degree

Salary/Compensations

$154,000 - $193,000

Benefits

Discretionary incentive plan
Competitive medical (PPO/HDHP), dental, and vision plans
Company contributions to Health Savings Account (HSA)
Pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses
401(k) Retirement Plan with 100% Company Safe Harbor Match on first 6% deferral
Flexible Time Off for Exempt employees
Generous PTO for Non-Exempt employees
11 paid company holidays
Paid volunteer day
12 weeks of Paid Parental Leave
Maven Family Planning support

About the Company

Early Warning has powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle®, Paze®, and so much more.
As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Equal Opportunity

Early Warning Services, LLC (“Early Warning”) considers for employment, hires, retains and promotes qualified candidates on the basis of ability, potential, and valid qualifications without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote equal employment opportunity and affirmative action, in accordance with all applicable federal, state, and municipal laws.
The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our employees.
Early Warning Services LLC is a proud participant in E-Verify, a federal program to help ensure a legal and authorized workforce.
As part of our hiring process, we electronically verify the employment eligibility of all new hires through E-Verify.