Remote

Lead Talent and People Insights Partner

Remote

full-time

Posted on:

Origin:  • 🇺🇸 United States

Visit company website
✨ AI Apply
Manual Apply

Salary

💰 $64,600 - $145,350 per year

Job Level

Senior

About the role

  • Drive Data-Driven People Insights (Approx. 50% Focus)
  • Develop User-Friendly Analytics Tools: Create and maintain dashboards and reports that are simple to use. These tools will improve our awareness of our talent programs. They will collaborate with the employee experience team to support the entire employee lifecycle at our company.
  • Conduct Deep-Dive Analysis: Perform advanced analytical deep dives into key talent areas such as regrettable attrition drivers, top talent retention, employee engagement trends, and skill gaps.
  • Inform Strategic Decisions: Translate complex data findings into clear, concise, and compelling strategic recommendations for People Team leadership and business stakeholders.
  • Measure Impact: Establish and track key success metrics for all talent and learning initiatives, demonstrating their tangible impact on business objectives and Remoter growth.
  • Data Integration: Partner with the People Operations & Tools team to ensure data integrity and accessibility within our HRIS (Remote) and other People Team platforms, helping to establish it as the single source of truth. 🌱 Lead Strategic Talent Development & Growth (Approx. 50% Focus)
  • Design and Implement Talent Programs: Lead the development and execution of key initiatives to manage talent. Use data and technology to customize and improve these programs. Career Pathing: Develop a career path model that clearly states the expectations and necessary skills for each role. Explore and leverage data to suggest personalized career paths.  Skill Taxonomy: Establish a robust skill taxonomy, outlining critical skills and proficiencies by function and role, and create a heat map comparing required needs against current organizational skills to inform L&D efforts.  Performance Management: Enhance our performance management approach with a data-driven lens. Implement continuous feedback mechanisms and a quarterly snapshot approach for performance pulse checks.  Succession Planning: Contribute to strategic succession planning efforts, using data and predictive analytics to inform succession readiness.
  • Partner with L&D: Collaborate closely with the Learning & Development team to ensure learning experiences are directly aligned with talent development goals, skill gap closure, and career progression frameworks.
  • Embed AI & Automation: Proactively identify and embed AI and automation within talent programs to enhance personalization, efficiency, and data collection.
  • Create straightforward and attractive plans to spread the word about talent programs. These plans should help raise awareness and get more people involved across various channels. Utilize marketing techniques to create engaging content that resonates with different employee segments.
  • Drive Program Adoption: Design and implement innovative adoption campaigns that increase participation with talent programs. Create metrics to track adoption rates and continuously refine approaches based on data insights.

Requirements

  • Experience: Extensive experience of progressive experience in HR, with a solid focus on Talent Management, People Analytics, or a hybrid of both.
  • Analytical Expertise: Expert-level proficiency in people analytics tools and methodologies. You should be comfortable with data extraction, manipulation, analysis, and visualization using tools like advanced Excel, HRIS reporting, or business intelligence platforms.
  • Program Design: Demonstrated experience in designing, implementing, and optimizing strategic talent programs (e.g., career pathing, performance management, succession planning, skill frameworks).
  • Technical Acumen: Solid knowledge of HRIS systems (experience with Remote or similar platforms is a plus) and how to leverage them for data integrity and reporting. Experience identifying opportunities for automation and technical enhancements is a bonus.
  • Communication & Marketing Skills: Proven ability to develop strategic communication plans that drive program adoption. Experience with creating engaging content, leveraging multiple channels, and using marketing tactics to maximize participation in HR initiatives.
  • Collaboration & Influence: Proven ability to work autonomously as a Lead IC, manage multiple projects, and influence stakeholders without direct authority. Remarkable communication skills are essential.
  • Mindset: A passion for fostering employee growth and a data-driven mindset for continuous improvement.