Senior Talent Management & Engagement Partner

Ascend Federal Credit Union•Tullahoma, TN

About The Position

The Senior Talent Management & Engagement Partner serves as the organization's enterprise leader and subject matter expert for talent management, performance management, employee engagement, succession planning, talent reviews, career development, strengths-based development, and organizational capability. The role is responsible for shaping and advancing the organization's talent philosophy by designing, implementing, and continuously improving enterprise talent strategies and programs that strengthen leadership effectiveness, organizational capability, employee engagement, and long-term workforce readiness. This role serves as a strategic advisor and internal consultant, partnering closely with the Chief People Officer, VP of Talent Development & Performance, executive leadership, and business leaders to align talent strategies with organizational priorities. Through strategic program leadership, executive coaching, workforce analytics, organizational consulting, and cross-functional collaboration, this role influences enterprise talent decisions and builds scalable talent practices that position the organization for continued growth and future success.

Requirements

Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Psychology, Organizational Leadership, or a related field is required
Minimum of seven (7) years of progressive experience in talent management, organizational development, employee engagement, leadership development, performance management, or a related People function is required
Demonstrated experience designing and leading enterprise talent initiatives. is required
Regular and reliable attendance is required.

Nice To Haves

Master's Degree in Human Resources, Organizational Development, Business Administration, Psychology, Organizational Leadership, or a related field is preferred
PhD a plus
SHRM-CP, SHRM-SCP, PHR, or SPHR Certification
Gallup Certified Strengths Coach or Gallup Workplace Consultant
Experience consulting with executive leaders and facilitating enterprise initiatives is preferred
Experience with Gallup Engagement and CliftonStrengths strongly is preferred
Strong knowledge of Gallup engagement methodology and CliftonStrengths philosophy, with experience leading implementation, coaching, and action planning preferred.

Responsibilities

Support the development and execution of the organization’s enterprise talent management strategy in partnership with the Chief People Officer and VP of Talent Development & Performance.
Design integrated talent management programs that align performance management, succession planning, talent reviews, employee engagement, career development, leadership readiness, and organizational capability.
Build trusted partnerships through coaching, consultation, and collaboration, helping leaders strengthen organizational capability, develop their teams, and achieve business objectives.
Shape and advance the organization’s talent philosophy by recommending innovative strategies that support organizational priorities and future workforce needs.
Serve as a trusted advisor to leaders on talent management, employee engagement, organizational capability, and workforce development.
Evaluate the effectiveness of enterprise talent programs and recommend continuous improvements using workforce analytics, employee feedback, business outcomes, and industry best practices.
Own the enterprise performance management philosophy, framework, and annual performance management process.
Design and continuously improve goal setting, performance conversations, feedback practices, evaluations, and development planning.
Develop tools, resources, and coaching strategies that enable leaders to conduct meaningful performance conversations and effectively develop their teams.
Facilitate enterprise performance calibration discussions that promote consistency, fairness, accountability, and organizational alignment.
Analyze performance trends and recommend strategies that improve organizational and individual performance.
Design and facilitate enterprise succession planning processes that strengthen leadership pipelines and organizational continuity.
Lead enterprise talent review and calibration discussions.
Partner with leaders to identify high-potential employees, assess organizational bench strength, and develop successor readiness plans for critical positions.
Develop career development and internal mobility strategies that support employee growth and organizational sustainability.
Monitor succession readiness and recommend strategies that strengthen future leadership capability.
Lead the organization’s Gallup engagement strategy and employee listening initiatives.
Administer engagement surveys, pulse surveys, and other employee listening activities.
Coach leaders in interpreting engagement results and developing meaningful action plans that improve engagement, trust, and organizational culture.
Develop enterprise strategies that strengthen employee experience, belonging, recognition, and retention.
Monitor engagement trends and provide executive recommendations that improve organizational effectiveness.
Partner on enterprise recognition initiatives that reinforce organizational values and high performance.
Champion the organization’s strengths-based development philosophy.
Partner with the VP of Talent Development & Performance to integrate CliftonStrengths into onboarding, leadership development, coaching, team effectiveness, and career development.
Coach leaders on applying CliftonStrengths to improve leadership effectiveness, collaboration, employee development, and team performance.
Develop tools and resources that help leaders leverage strengths to build high-performing teams.
Evaluate strengths-based initiatives and recommend enhancements.
Serve as a trusted coach and consultant to leaders on performance management, talent development, succession planning, employee engagement, career development, and organizational effectiveness.
Strengthen leader capability by coaching managers to deliver meaningful feedback, conduct effective development conversations, and build high-performing teams.
Facilitate talent discussions that help leaders identify, develop, and retain high-performing and high-potential employees.
Coach leaders on interpreting Gallup engagement results, CliftonStrengths insights, talent analytics, and organizational trends to improve leadership effectiveness and team performance.
Support leaders in developing meaningful Individual Development Plans (IDPs) and career growth opportunities.
Influence enterprise talent decisions through coaching, facilitation, data, and strategic recommendations rather than positional authority.
Develop executive dashboards measuring talent health, engagement, performance, succession readiness, internal mobility, retention, and organizational capability.
Analyze workforce trends and provide strategic recommendations that inform executive decision-making.
Identify organizational risks and opportunities related to talent, leadership readiness, engagement, and workforce capability.
Partner with the People Operations Manager to ensure data integrity, reporting accuracy, and meaningful workforce analytics.
Recommend talent strategies that strengthen organizational capability and prepare the workforce for future business needs.
Partner with leaders to identify organizational capability gaps and recommend integrated learning and talent solutions.
Develop and mature enterprise talent management capabilities that position the organization to meet current and future workforce needs while establishing scalable practices that support organizational growth.
Support enterprise change initiatives by aligning talent management practices with organizational priorities.
Promote a culture of continuous learning, coaching, accountability, inclusion, feedback, and employee development.