Talent Business Partner

Menasha Corporation•Neenah, WI

About The Position

We are looking for a Talent Business Partner (TBP) who brings deep expertise in both enterprise talent programs and talent acquisition excellence. This is a dual‑strength role that blends strategic program execution with hands‑on recruiting leadership. In this role, you will partner closely with the Director, Enterprise Talent Strategy to activate and operationalize enterprise talent programs while sustaining Talent Acquisition center‑of‑excellence responsibilities. You will translate talent frameworks into practical tools, guidance, and training that enable leaders and HR Business Partners to hire, move, and grow talent across the enterprise. If you enjoy connecting strategy to execution, using data to drive decisions, and improving both leader and candidate experiences, this role is for you!

Requirements

5+ years of experience in Talent Management and/or Talent Acquisition
Hands‑on experience supporting enterprise performance, talent review, succession, and recruiting operations
Strong knowledge of Workday Recruiting and talent data integrity
Bachelor’s degree required

Nice To Haves

Experience working in enterprise or matrixed organizations
Advanced education in HR, Organizational Development, I/O Psychology, or related field
Key Skills for Success
Strong understanding of the full talent lifecycle (hire, move, grow)
Systems thinking and ability to connect selection, development, and mobility
Data literacy with the ability to turn insights into action
Clear communicator who can translate frameworks into practical tools
Influential partner across HRBPs, leaders, TA, L&D, and HRIS
Strong project, vendor, and priority management skills

Responsibilities

Talent Program Execution & Leader Enablement
Run enterprise performance management cycles, including timelines, communications, goal‑setting guidance, and calibration logistics
Coordinate talent review and succession planning processes, including templates, readiness indicators, governance, and data quality checks
Develop and publish toolkits, job aids, talking points, and visuals for leaders and HRBPs
Track high‑potential and priority talent populations and escalate risks to Talent leadership
Career Development & Job Architecture
Enable career development planning aligned to enterprise capability and readiness needs
Apply job architecture guardrails (job families, levels, and career paths) consistently across the enterprise
Champion internal mobility and development; advise leaders on readiness and transitions
Selection Excellence & Skills‑Based Hiring
Reinforce structured selection standards, including interview guides, scoring, and work samples
Partner with TA and leaders to align job postings and selection criteria to capability models
Co‑create hiring manager enablement materials to improve quality and reduce bias
Early Career & Intern Pipelines
Support strategy and annual planning for intern, co‑op, and early career programs
Recommend conversion goals and career pathways
Integrate early career outcomes into talent reviews and succession planning
Workforce Planning & Insights
Synthesize talent insights related to critical roles, pipeline health, and capability gaps
Ensure outputs from talent cycles inform workforce planning decisions
TA Strategy, Systems & Experience
Serve as Workday Recruiting SME, optimizing workflows, templates, and reporting
Drive consistency across recruiting standards, processes, and compliance documentation
Manage recruiting vendors and channels; track spend, ROI, and optimization opportunities
Ensure a positive candidate, hiring manager, and TA partner experience