Executive Talent Solutions Lead

Hewlett Packard Enterprise • Spring, TX

12d • $92,600 - $213,500 • Onsite

About The Position

Executive Talent Solutions Lead This role has been designed as ‘’Onsite’ with an expectation that you will primarily work from an HPE office. Who We Are: Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Requirements

• Bachelor’s degree or equivalent experience in HR, business, organizational development, industrial organizational psychology, talent management, leadership development, program management, or a related field. Advanced degree preferred.
• Typically, 6+ years of relevant experience in talent management, HR, leadership development, assessment, coaching, organizational development, executive development, or a similar discipline.
• Experience supporting executive or senior leader populations through assessment, coaching, development planning, succession planning, leadership development, talent reviews, mentoring, or related talent practices.
• Experience leading complex programs or initiatives with multiple stakeholders, dependencies, timelines, vendors, communications, risks, and deliverables in a matrixed global environment.
• Experience with leadership assessment, executive coaching, feedback instruments, development planning, or vendor managed talent solutions is preferred.
• Experience preparing materials, recommendations, updates, or communications for senior HR, business, or executive audiences.
• Experience using talent, assessment, coaching, program, or stakeholder data to identify trends, evaluate effectiveness, surface risks, and recommend improvements.
• Experience managing vendor deliverables, program resources, budgets, costs, or service quality is preferred.
• Applies advanced knowledge of executive assessment, coaching, development, succession readiness, leadership development, and related talent practices to solve complex business and talent challenges. Acts as a trusted advisor to HR and business stakeholders and helps shape practical solutions that strengthen leadership capability and executive talent outcomes.
• Defines objectives, success measures, governance, stakeholder roles, and delivery plans that connect program activity to business and talent outcomes.
• Works effectively through ambiguity, evaluates multiple factors, identifies risks early, develops practical options, and knows when to act, consult, or escalate.
• Builds credibility with HR and business stakeholders, clarifies expectations, influences without authority, and drives alignment across groups with different needs and priorities.
• Prepares clear, concise materials and communications for senior audiences. Synthesizes issues, insights, recommendations, decisions, and actions with appropriate judgment and discretion.
• Uses quantitative and qualitative data to assess program health, identify patterns, evaluate impact, and recommend improvements.
• Moves effectively across established programs, evolving priorities, and new strategic initiatives; learns new talent disciplines, business contexts, and stakeholder needs quickly.
• Manages vendors, tools, costs, deliverables, and service expectations with discipline, accountability, and focus on leveraged value.
• Uses feedback, data, lessons learned, and external practices to simplify processes, improve consistency, strengthen stakeholder experience, and increase program impact.
• Contributes constructively across the broader Talent Management team, shares expertise, supports common priorities, and helps connect related executive talent workstreams.

Responsibilities

• Own and continuously improve VP assessment related processes, practices, tools, and stakeholder experiences. Coordinate assessment activity, clarify expectations, manage handoffs, synthesize inputs/outputs, support development planning, and help ensure assessment insights translate into practical actions for leaders, HR partners, and the business.
• Manage and strengthen executive coaching practices across the VP+ population. Support coaching intake, matching, vendor coordination, stakeholder communications, progress tracking, and issue resolution. Identify opportunities to improve consistency, quality, access, and connection to leader development priorities.
• Serve as an executive talent solutions expert across the Executive Advantage portfolio. Lead or support priority initiatives spanning assessment, coaching, leadership development, succession readiness, mentoring, talent review follow up, executive education, and emerging executive talent priorities. Translate strategic direction into practical solutions, stakeholder plans, communications, operating routines, and measurable outcomes.
• Evaluates and applies digital and AI enabled capabilities to improve efficiency, quality, stakeholder experience, decision support, and scalability. Identifies practical opportunities to automate routine work, generate insights, modernize processes, and increase the impact of talent programs while exercising appropriate judgment, governance, and responsible use practices.
• Support the curation, design, delivery, and continuous improvement of executive education or leadership development solutions as business priorities evolve. Partner with internal stakeholders and external providers to define audience needs, learning objectives, delivery approach, stakeholder roles, and measures of effectiveness.
• Serve as a trusted resource to HR and business stakeholders on executive assessment, coaching, and related talent development solutions. Provide practical guidance, clarify decision points, surface risks and dependencies, and connect stakeholders with appropriate resources, processes, and subject matter experts.
• Establish strong program foundations, including objectives, scope, success measures, governance routines, documentation, and decision-making processes. Ensure programs are scalable, clear, appropriately controlled, and aligned with broader Executive Advantage, HR and HPE business priorities.
• Track and report practical measures of program health, participation, stakeholder experience, completion, quality, adoption, and outcomes. Analyze assessment, coaching, feedback, and program data to identify trends, risks, gaps, and improvement opportunities. Use insights to recommend changes that improve effectiveness and enterprise value.
• Manage assigned vendors, suppliers, tools, and resources supporting executive assessment, coaching, education, or related programs. Coordinate deliverables, track quality and service issues, monitor costs, support vendor evaluation, and ensure external solutions align with HPE needs and stakeholder expectations
• Identify opportunities to simplify, strengthen, and scale executive talent practices. Improve tools, templates, communications, intake methods, reporting, stakeholder guidance, and operating routines using feedback, data, lessons learned, AI enabled capabilities, and external benchmarking.
• Contribute expertise and leadership across the Executive Advantage portfolio as priorities evolve. Take on complex or emerging workstreams where additional thought partnership, structure, stakeholder coordination, or senior level program leadership is needed.

Benefits

• Health & Wellbeing
• Personal & Professional Development
• Unconditional Inclusion

What This Job Offers

• Job Type: Full-time
• Career Level: Executive