Enterprise Talent Strategy Leader

MISO•Carmel, IN

5d•$184,000 - $209,000

About The Position

What You’ll Do Define and execute enterprise talent philosophy and strategy. Design and oversee an integrated talent system (attraction, assessment, development, mobility, succession). Anticipate future skill needs and build actionable talent roadmaps. Lead enterprise programs for leadership development, early career pipelines, and mobility. Partner with HR and business leaders to align talent supply with strategic priorities. Shape a differentiated employee experience and value proposition. Establish talent governance and metrics to measure long-term success. Keys to Success The ideal candidate will excel in: Experience building frameworks like job architecture, competency models, and career pathing—not just administering them. Expertise across acquisition and development, understanding how hiring decisions impact pipeline and growth. Ability to design and scale programs across a dispersed workforce, ideally in regulated or complex environments. Comfortable using workforce analytics and dashboards to inform decisions and demonstrate ROI. Stakeholder Influence: Credible and persuasive with senior leaders, connecting talent strategy to business outcomes. Change Navigation: Skilled at leading through ambiguity and driving adoption in evolving environments.

Requirements

Bachelor’s degree in Organizational Psychology, Business, HR, or related field (Master’s or MBA preferred).
Experience shaping talent strategies in complex, regulated, or mission-driven environments.
Proven ability to translate business insights into integrated talent systems.
Strong collaboration skills across HRBPs, COEs, and business leaders.
Experience building frameworks like job architecture, competency models, and career pathing—not just administering them.
Expertise across acquisition and development, understanding how hiring decisions impact pipeline and growth.
Ability to design and scale programs across a dispersed workforce, ideally in regulated or complex environments.
Comfortable using workforce analytics and dashboards to inform decisions and demonstrate ROI.
Credible and persuasive with senior leaders, connecting talent strategy to business outcomes.
Skilled at leading through ambiguity and driving adoption in evolving environments.

Responsibilities

Define and execute enterprise talent philosophy and strategy.
Design and oversee an integrated talent system (attraction, assessment, development, mobility, succession).
Anticipate future skill needs and build actionable talent roadmaps.
Lead enterprise programs for leadership development, early career pipelines, and mobility.
Partner with HR and business leaders to align talent supply with strategic priorities.
Shape a differentiated employee experience and value proposition.
Establish talent governance and metrics to measure long-term success.