Principal – Career Pathing & Internal Mobility Strategy

AT&T

Principal overseeing career pathing and internal mobility strategies at AT&T, driving employee growth and development through innovative programs and partnerships.

Posted 6/29/2026full-timeDallas • Texas • 🇺🇸 United StatesLead💰 $130,700 - $196,100 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in designing and implementing enterprise career pathing strategies, internal mobility frameworks, and talent management processes. Proficient in translating talent insights into actionable career development tools and governance structures that enhance employee growth and mobility.

Highest-signal resume keywords

Program/Project ManagementInternal Mobility StrategyStakeholder InfluenceCross-Functional CollaborationAnalytical Skills

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Enterprise-Scale Framework DesignTalent ManagementWorkforce StrategyCareer ArchitectureCapability FrameworksWorkforce PlanningTalent Data AnalysisGovernance DevelopmentFramework DesignMetrics Definition

Soft Skills

Facilitation SkillsCommunication SkillsJudgment and DiscretionProfessionalismInfluence

Industry Keywords

Career PathingTalent InsightsEmployee GrowthMobility OutcomesMatrixed OrganizationsTalent DeploymentAgilityEmployee ExperienceGovernance StandardsCross-Functional Partnerships

About the role

Key responsibilities & impact

Design and maintain the enterprise career pathing strategy, including vertical and lateral growth pathways, career navigation models, and frameworks that help employees understand how roles connect.
Define the skills, capabilities, experiences, and learning needed for movement, ensuring the approach is scalable, practical, and easy for employees, managers, and HR partners to use.
Develop career progression strategies and tools that help employees see how they can grow within a function or move into adjacent roles.
Partner across HR to translate role and talent information into clear career guidance, including skills-based pathways, capability insights, and AI-enabled career experiences that support development and mobility.
Create capability maps that define the skills, knowledge, and experiences needed across key career pathways.
Translate them into growth tools and guidance that help employees build toward future roles, recognize transferable capabilities, and take informed action on their development and mobility options.
Lead the design of internal mobility programs and processes that make it easier for employees to be considered for roles, stretch assignments, and development opportunities.
Define principles for how talent is identified, assessed, and surfaced while supporting transparency, agility, and a strong employee experience.
Build frameworks that connect talent designations, readiness signals, and development trajectories to deployment decisions.
Partner with talent planning and succession stakeholders to ensure these insights are used consistently and aligned with business need.
Partner with the talent planning team to integrate readiness information into career movement, development planning, and deployment decisions.
Help define how readiness should be interpreted and applied across broader talent processes.
Establish governance, standards, and operating principles for career pathing and mobility frameworks.
Drive consistency in methodology and language while enabling adoption through guidance, toolkits, and enablement materials.
Partner with analytics and talent stakeholders to define metrics, interpret trends, and turn findings into recommendations that improve career visibility, employee growth, and mobility outcomes.
Serve as a senior advisor to HR and business leaders on career architecture, mobility design, and talent deployment.
Build strong cross-functional partnerships and influence decisions through expertise, credibility, and enterprise perspective.
Exercise sound judgment and discretion in handling sensitive employee and workforce information, while maintaining high standards of professionalism, confidentiality, and data stewardship.

Requirements

What you’ll need

Strong program/project management experience
Experience designing enterprise-scale frameworks
Expertise in internal mobility strategy and linking talent insights to deployment decisions
Success leading enterprise initiatives in complex, matrixed organizations
Strong stakeholder influence, facilitation, and communication skills
Experience translating strategy into scalable talent processes, tools, and governance
Cross-functional collaboration and executive communication
10+ years in talent management, workforce strategy, organization effectiveness, career architecture, internal mobility, or related HR disciplines (preferred)
Experience in large, matrixed enterprise environments (preferred)
Familiarity with job architecture, capability frameworks, and workforce planning (preferred)
Experience using talent data to shape career development and mobility strategy (preferred)
Strong analytical skills and ability to translate business needs into framework design (preferred)

Benefits

Comp & perks

Medical/Dental/Vision coverage
401(k) plan
Tuition reimbursement program
Paid Time Off and Holidays (based on date of hire, at least 23 days of vacation each year and 9 company-designated holidays)
Paid Parental Leave
Paid Caregiver Leave
Additional sick leave beyond what state and local law require may be available but is unprotected
Adoption Reimbursement
Disability Benefits (short term and long term)
Life and Accidental Death Insurance
Supplemental benefit programs: critical illness/accident hospital indemnity/group legal
Employee Assistance Programs (EAP)
Extensive employee wellness programs
Employee discounts up to 50% off on eligible AT&T mobility plans and accessories, AT&T internet (and fiber where available) and AT&T phone