Human Capital Management, Talent Development & Engagement, Associate, Salt Lake City

Goldman Sachs•Salt Lake City, UT

About The Position

Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm’s most valuable asset, our people. The Talent Management team in HCM designs, implements and advises on strategic Talent assessment frameworks to drive and assess the performance of our people and managers at Goldman Sachs. As a Talent Management team, we design and implement frameworks to consistently assess talent and inform people decisions, develop innovative processes, insights and platform solutions to help inform talent decisions, create operational efficiency and provide a seamless end user experience, ensure regulatory compliance for all talent management practices and frameworks, create a positive experience for our people through clarity on performance expectations, guidance on career growth and development, intuitive platforms, policies and processes, and collaborate with HCM and the firm to deliver key Talent processes for the firm.

Requirements

Bachelor degree with minimum of 3 years of experience in a corporate environment
Strong project management skills with ability to manage multiple concurrent workstreams and deliver against deadlines
Exceptional attention to detail and problem solving skills
Ability to analyze data, identify themes, and translate insights into actionable recommendations
Proficient in Microsoft Office products (Excel, PowerPoint); experience working with large datasets
Exposure to automation, AI, or digital workflow solutions
Experience working on large-scale process cycles, system implementations, or operational workflows within HR / Talent platforms
Strong written and verbal communication skills with ability to communicate complex problems and technical / process workflows to stakeholders
Excellent interpersonal and communication skills, both written and oral
Demonstrated ability to manage sensitive, confidential information with impeccable judgment
Ability to work well independently and build relationships across levels, functions and regions
Proactive, looking for opportunities to broaden knowledge and understanding

Nice To Haves

3-4 years of experience working in talent management, business partner, talent development, HR analytics, product management and reporting or project management role
Experience collaborating with Product and Engineering SMEs to asses talent platform/s performance, identify opportunities for improvement, define and prioritize product requirements, features, and enhancements
Experience working with HCM tech platforms, system testing (UAT), gathering stakeholder feedback, analyzing themes to inform future enhancements
Experience leveraging automation and AI‑enabled tools to streamline workflows and reduce manual effort
Knowledge of change management best practices
Proven ability to influence cross-functional stakeholders and drive alignment on approach or decisions
Knowledge of financial services industry

Responsibilities

Collaborate closely with global colleagues to support, execute and advise on our core Talent Management processes: Three Conversations at GS (Goal Setting, Mid-Year Check-In, Year End Feedback and Performance Ratings), Promotions (across all titles), Manager Effectiveness.
Project planning for executing on the global Talent Management initiatives and processes. Includes managing a holistic view of Talent processes and platforms to ensure alignment across processes, technology and data insights, defining high-level stages, milestones and timelines required to launch and execute a global program or process, creating the communication strategy for all phases of the process, creating a business/stakeholder management plan, and planning for process and platform enhancements and testing requirements.
Cross regional and divisional advisory for various business and HCM stakeholders to implement and drive Talent Management initiatives. Includes communicating closely with the stakeholders across regions on both BAU processes as well as strategic projects, and developing and implementing talent technology solutions with engineering, product and reporting stakeholders to meet business requirements and align on the execution across multiple processes / projects.
Implement the Talent Management technology strategy including strategic enhancements and transformations critical to the firm. Includes leveraging stakeholder feedback to informing enhancement opportunities and prioritize based on strategic goals, working with engineering and product teams to identify, prioritize, and implement necessary technology enhancements, bug fixes, etc., and test our technology solutions end to end to ensure they meet requirements prior to launching to the firm.
Collaborating with firm’s control functions to ensure regulatory compliance across all frameworks and practices. Includes preparing for audits, help gather necessary documents and respond to audit requests, and validating processes and frameworks with both internal and external advisors.
Support cross functional change management for the evolving talent frameworks, processes and technology platforms. Includes collaborating with functional and PMO teams to drive change management across various talent initiatives, planning business engagement strategy for key initiatives, designing learning resources and guides to help create awareness & share best practices for the Talent Management processes (people and managers), and managing queries from employees, managers and other stakeholders related to the Talent Management processes and platforms, escalating where needed.
Execute the overall process, system and reporting to monitor success of initiatives, optimize the approach and report on impact. Includes analyzing key performance metrics to track completion and identify intervention opportunities, and translating Talent strategy and process into actionable insights.