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Talent Partner

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S&P Global

20d ago

  • Job
    Full-time
    Senior Level
  • Consulting
    People, HR & Administration
  • United Kingdom, +14
    Remote

AI generated summary

  • You need a bachelor's degree, 7+ years in talent management, strong analytical skills, and experience in performance management and global organizations. Certifications and master’s are a plus.
  • You will strategize talent management, collaborate across teams, assess and develop talent, oversee performance processes, analyze data, and report insights to leaders.

Requirements

  • Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
  • Master's degree or relevant certifications (e.g., SHRM, HRCI) are a plus.
  • 7+ years of experience in talent management, organizational development, or human resources.
  • Proven experience in conducting talent assessments and developing talent strategies.
  • Experience facilitating workshops performance management practices and tools.
  • Experience working in a complex, global organization is preferred.
  • Familiarity with performance management systems and tools.
  • Strong analytical skills with the ability to interpret complex data and translate it into actionable strategies.
  • Ability to develop long-term talent strategies aligned with business objectives.
  • Proven ability to work collaboratively with HR professionals and business leaders.
  • Ability to build and facilitate training materials and workshops to educate on performance management processes and tools.
  • Proficiency in managing and optimizing performance management tools.
  • Ability to communicate with polish and influence senior leaders and executives, and challenge respectfully.
  • Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
  • High level of integrity and discretion in handling sensitive information.
  • Thinks ahead to future possibilities and translates them into breakthrough strategies.
  • Builds partnerships and works collaboratively with others to meet shared objectives.
  • Analyzes data and situations to make informed decisions and solve complex problems.
  • Uses compelling arguments to gain the support and commitment of others.
  • Adjusts approach in dynamic environments and remains resilient amid ambiguity and change.
  • Demonstrates awareness and respect for diverse backgrounds and perspectives.

Responsibilities

  • Build Talent Strategy
  • Collaborate with People Partners, Business Leaders, Organizational Effectiveness Leads, Development Leads, and People Analytics / Workforce Planning Leads to build an enterprise talent strategy that accounts for divisional nuances in needs for talent assessment, identification, development, and retention.
  • Propose a central way to capture talent information and partner with People Analytics to develop reporting mechanisms.
  • Talent Assessment and Identification:
  • Build frameworks for talent assessments to identify high-potential employees and key talent within the organization.
  • Utilize talent evaluation analytics to assess skills, competencies, and potential gaps.
  • Maintain and update talent data, profiles, and other pertinent information to ensure relevancy and accuracy.
  • Talent Development and Retention Strategies:
  • Develop and implement strategies for talent development and retention that align with business goals.
  • Collaborate with People Partners and business leaders to create individualized development plans for high-potential employees.
  • Partner with Development Leads to ensure alignment of talent strategy to development programs.
  • Monitor progress of development initiatives and adjust strategies as needed.
  • Performance Assessment Oversight:
  • Leverage the existing performance management frameworks (i.e., Thrive) to build performance assessment processes and tools.
  • Oversee performance assessment processes and tools to ensure they are effective and aligned with organizational objectives.
  • Provide guidance and support to managers and employees on performance management practices.
  • Analyze performance data to identify trends and areas for improvement.
  • Collaboration across the People Team and with Business Leaders:
  • Collaborate with People Partners to align talent management initiatives with business needs.
  • Serve as a strategic advisor to business leaders on talent-related matters.
  • Facilitate discussions and decision-making processes related to talent selection and deployment.
  • Talent Pipeline Management:
  • Build and monitor the talent pipeline to ensure a steady flow of qualified candidates for key roles.
  • Collaborate with People Partners, Development Leads and Total Rewards to implement strategies to attract, engage, and retain top talent within the organization.
  • Data Analysis and Reporting:
  • Partner with data analytics to create key performance indicators for talent management to inform talent strategies and decisions.
  • Prepare and present reports on talent metrics, insights, and recommendations to senior leadership.
  • Identify opportunities for process improvements based on data analysis.
  • Performance Management Systems:
  • Manage and enhance performance management systems to support organizational effectiveness.
  • Ensure that performance management processes are fair, consistent, and transparent.
  • Train managers and employees on the use of performance management tools and best practices.

FAQs

What is the role of a Talent Partner at S&P Global?

The Talent Partner plays a critical role in managing and developing the talent pool to meet current and future business needs, involving talent assessments, selection processes, and alignment of talent strategies with organizational objectives.

Is this position remote, and where is it located?

Yes, this role can be virtual within the EMEA region, with the specific location being virtual in the United Kingdom.

What qualifications are required for this position?

A Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field is required, and a Master’s degree or relevant certifications (e.g., SHRM, HRCI) are a plus.

How many years of experience are required for the Talent Partner role?

A minimum of 7 years of experience in talent management, organizational development, or human resources is required.

What are some key responsibilities of the Talent Partner?

Key responsibilities include building talent strategies, conducting talent assessments, developing talent retention strategies, overseeing performance assessment processes, and analyzing talent data.

What skills are important for a Talent Partner?

Important skills include strong analytical skills, strategic planning abilities, collaboration, facilitator and training skills, proficiency in performance management systems, and excellent communication skills.

Does S&P Global support professional development for employees?

Yes, S&P Global offers continuous learning opportunities and access to resources to help employees grow their careers and learn valuable new skills.

What kind of benefits does S&P Global provide?

Benefits include health and wellness coverage, generous time off, continuous learning resources, competitive pay, retirement planning, family-friendly perks, and various additional benefits.

How does S&P Global approach hiring and inclusion?

S&P Global is committed to fostering an inclusive workplace with fair and transparent hiring practices, ensuring equal opportunity for all candidates based on their skills and contributions.

What is the company’s stance on equal opportunity employment?

S&P Global is an equal opportunity employer and does not discriminate based on race, religion, sex, sexual orientation, gender identity, disability, or any other protected status, ensuring fair consideration for all qualified candidates.

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S&P Global

Finance
Industry
10,001+
Employees

Mission & Purpose

S&P Global (NYSE: SPGI) provides essential intelligence. We enable governments, businesses and individuals with the right data, expertise and connected technology so that they can make decisions with conviction. From helping our customers assess new investments to guiding them through sustainability and energy transition across supply chains, we unlock new opportunities, solve challenges and accelerate progress for the world. We are widely sought after by many of the world’s leading organizations to provide credit ratings, benchmarks, analytics and workflow solutions in the global capital, commodity and automotive markets. With every one of our offerings, we help the world’s leading organizations plan for tomorrow, today. For more information, visit www.spglobal.com. Our divisions include: – S&P Global Market Intelligence partners with customers to broaden their perspective and operate with confidence by bringing them leading data sources and technologies that embed insight in their daily work. – S&P Global Ratings offers critical insights for credit, risk and sustainable finance solutions that are essential to translating complexity into clarity, so market participants can uncover opportunities. – S&P Global Commodity Insights enables organizations to create long-term, sustainable value with data and insights for a complete view on the global energy and commodities markets. – S&P Global Mobility turns invaluable insights captured from automotive data to help our clients understand today’s market, reach more customers, and shape the future of automotive mobility. – S&P Dow Jones Indices provides iconic and innovative index solutions, bringing transparency to global capital markets. – S&P Global Engineering Solutions solves for tomorrow’s challenges today by transforming workflows and end-user experiences with data, insights and technology.

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