Senior Manager, Human Resources Business Partner – Financial Services Talent Strategy

Capital One•Plano, TX

13d•Onsite

About The Position

In Financial Services (FS), we run on brainpower and talent—our people are our primary engine of growth. As a Senior Manager HRBP within our newly formed Talent Strategy team, you will own the Elevate the Stars pillar. Your mission is to create a dynamic, active career ecosystem across the FS Division. You will partner closely with leadership to identify top talent, actively design their career trajectories, and equip our leadership team to support accelerated development and eliminate organizational bottlenecks. This role blends elite strategic problem-solving with a heart-focused, empathetic approach to human growth, directly influencing the pipeline that will source our future executive leaders. The ideal candidate will exhibit strong relationship building, influencing, communication, and problem solving skills; who thrives in a fast paced, collaborative, and values-oriented team.

Requirements

Bachelor’s Degree or military experience
At least 5 years of experience in Human Resources, Talent Management, Project Management or Management Consulting
At least 2 years of experience partnering with senior executives on strategic organizational initiatives

Nice To Haves

Master’s Degree in Human Resources Management, Industrial-Organizational Psychology, or an MBA
6+ years of experience as an HR Business Partner or Talent Management Lead in a high-growth technology, financial services, or top-tier strategy consulting environment
Proven track record of designing behavioral competency models or skill-native taxonomy frameworks
Exceptional emotional intelligence and communication skills, with a demonstrated ability to navigate sensitive talent transitions with deep empathy and care

Responsibilities

Own the "Elevate the Stars" Strategy: Design, launch, and sustain the talent management framework for high-growth job families across Financial Services.
Drive Career Velocity & Alignment: Lead the operational push to drive improved career clarity to ensure all associates receive intentional, high-touch career conversations annually.
Architect Succession Pull-Ups: Partner closely with senior executives to build robust succession depth and execute aggressive internal talent mobility.
Codify Destination Talent Profiles: Develop and embed objective behavioral rubrics to identify talent of the future; assess skill gaps and partner with the business and fellow HR Business Partners to develop plans to close.
Address Organizational Blockers: Act as a trusted advisor to the leadership team to flag and resolve bottlenecks.
Retain Great Talent: Design and implement high impact retention programs to ensure the best talent never wants to leave.
Leverage Senior Leadership : Strategically connect senior leadership to top talent in an intentional, always-on way to foster a sense of value and feeling of investment.