Head of Talent Management

Head of Talent Management

The Head of Talent Management is responsible for overseeing the execution of the multi-year global Talent strategy for the enterprise. Reporting into the Chief Talent Learning & Culture Officer this role will be tasked with creating and implementing an integrated operating model that will deliver competitive talent products to the enterprise. This leader will supervise a team of experienced professionals that are responsible for setting the enterprise talent ambition by defining the future-ready capabilities leadership characteristics and cultural attributes required to execute the firms long-term business strategy (e.g. growth digital/AI regulatory resilience client trust).

This function within the Talent Learning & Culture office is the central point of contact for all talent related processes and programs ensuring the companys multi-year talent strategy and deliverables are achieved.

Key Responsibilities and Duties

• Architect and own the multi-year global talent strategy ensuring tight alignment with business strategy capital allocation risk posture and geographic priorities. Translate strategy into a clear talent operating model covering executive succession leadership development assessment performance and skills evolution across all workforce segments.
• Define the firms leadership philosophywhat great leadership looks like at each leveland ensure consistency across regions functions and lines of business.
• Own executive and critical-role succession planning ensuring robust pipelines for C-suite senior leaders and revenue-critical or risk-sensitive roles. Design and govern executive assessment frameworks including readiness criteria promotion thresholds and external benchmarking.
• Lead enterprise-wide leadership development strategy spanning: Executive committee effectiveness and development Senior leader transitions and first-time enterprise leaders and Future leader and high-potential pipelines.
• Builds and executes performance management processes with the objective of strengthening feedback that enhances a pay for performance culture while scaling performance and driving skill development and performance.
• Build scalable development architectures including Role-based and level-based capability models Targeted learning journeys (technical leadership regulatory AI/digital) and Experience-based development (rotations stretch roles enterprise projects).
• Integrate talent processes across the lifecycle aligning Hiring criteria Performance management Development investments and Succession and internal mobility.
• Establish disciplined governance metrics and analytics including Leadership bench strength and readiness Critical role coverage Internal mobility and progression and Return on development investment. Drive adoption and execution with business leaders ensuring talent practices are not HR-owned programs but business-owned capabilities.
• Partners with PT PMO to develop and execute a multi-year roadmap to establish the TL&C as a product-based organization that delivers integrated solutions which provide measurable value to the business and our associates.
• Strategic thought leader in the development of Board and Executive Committee level presentations.
• Manages performance of team through regular timely feedback as well as the formal performance review process to ensure delivery of exceptional products and engagement motivation and development of team.
• Leads the organizational development & effectiveness center of expertise.

Educational Requirements

• University (Degree) Preferred

Work Experience

• 10 Years Required

Physical Requirements

• Physical Requirements: Sedentary Work

Career Level
12PL

Preferred Qualifications

• Financial services investment management industry or consulting firm experience is preferred.
• Strategic Workforce Planning Demonstrated experience building and executing strategic workforce planning frameworks that align talent supply and demand with long-term business strategy including anticipating future skill shifts driven by regulatory change digital transformation AI adoption and evolving client needs.
• Leadership Development Hands-on experience designing and leading end-to-end leadership development programs from early talent pipelines through top-of-house executive development with a strong grounding in leadership coaching and the ability to build programs that reinforce and sustain the organizations leadership principles.
• Performance Management Proven ability to design and operationalize a consistent scalable performance management framework including annual review cycles mid-point check-ins and leader-level routines that drive meaningful performance conversations goal alignment and a pay-for-performance culture. Experience with performance management across varied business lines.
• Organizational Design Experience partnering with senior leaders on organizational design restructuring roles redeploying talent and optimizing vendor relationships within constraints.
• Succession Planning Track record of facilitating and evolving succession planning processes in partnership with business leaders across lines of business building robust pipelines for critical and senior roles. Comfort working both cross-functionally with senior partners and hands-on in end-to-end ownership of succession strategy.
• Talent Assessment Familiarity with a broad range of talent assessment tools and methodologies from 360-degree feedback to executive-level assessments and the ability to apply them to drive sound talent decisions and outcomes.
• Employee Value Proposition Experience informing and shaping the employee value proposition leveraging talent skills-building and leadership development programs as key levers for attraction and retention.
• Change Management Familiarity with change management frameworks and the ability to apply structured protocols to drive adoption of new talent practices across the enterprise.
• HR Ecosystem Fluency Broad working knowledge of the HR ecosystem including compensation benefits and talent acquisition sufficient to consult effectively across functions and make well-rounded integrated talent decisions.
• AI and Digital Acumen Familiarity with AI tools and their application within talent management processes.

Anticipated Posting End Date:

Actual base salary may vary based upon but not limited to relevant experience time in role base salary of internal peers prior performance business sector and geographic addition to base salary the competitive compensation package may include depending on the role participation in an incentive program linked to performance (for example annual discretionary incentive programs non-annual sales incentive plans or other non-annual incentive plans).

Company Overview

Every worker deserves a secure retirement. For more than 100 years TIAA has delivered it for millions of people. Founded to help educators retire with dignity today weʼre a market-leading retirement company fueled by world-class asset management. But weʼre not just another legacy financial services firm. Weʼre fighting harder than ever before for our clients and the many Americans who need us.

Our Culture of Impact

At TIAA were on a mission to build on our 100 year legacy of delivering for our clients while evolving to meet tomorrows challenges. We equip our associates with future-focused skills and AI tools that enable us to advance our mission. Together we are fighting to ensure a more secure financial future for all and for generations to come. We are guided by our values: Champion Our People Be Client Obsessed Lead with Integrity Own It and Win As One. They influence every decision we make and how we work together to serve our clients every day. We thrive in a collaborative in-office environment where teams work across organizational boundaries with shared purpose accelerating innovation and delivering meaningful results. Our workplace brings together TIAA and Nuveens entrepreneurial spirit where we work hard and work together to create lasting impact. Here every associate can grow through meaningful learning experiences and development pathwaysbecause when our people succeed our impact on clients lives grows stronger.

Benefits and Total Rewards

The organization is committed to making financial well-being possible for its clients and is equally committed to the well-being of our associates. Thats why we offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health wellness and work life offerings that can help you achieve and maintain your best possible physical emotional and financial well-being. To learn more about your benefits please review our Benefits Summary.

Equal Opportunity

We are an Equal Opportunity Employer. TIAA does not discriminate against any candidate or employee on the basis of age race color national origin sex religion veteran status disability sexual orientation gender identity or any other legally protected status.

Our full EEO & Non-Discrimination statement is on our careers home page and you can read more about your rights and view government notices here.

Accessibility Support

TIAA offers support for those who need assistance with our online application process to provide an equal employment opportunity to all job seekers including individuals with disabilities.

If you are a U.S. applicant and desire a reasonable accommodation to complete a job application please use one of the below options to contact our accessibility support team:

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Drug and Smoking Policy

TIAA maintains a drug-free and smoke/free workplace.

Privacy Notices

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