Talent Management Partner Manager

Public Company Accounting Oversight Board • Washington, DC

11d • Onsite

About The Position

The Talent Management Partner Manager is based in the PCAOB’s Washington, DC headquarters and is part of the Office of Human Resources. Reporting to the Senior Manager, Talent Acquisition and Talent Management, this role leads full-life-cycle talent acquisition strategies and supports human capital planning and execution aligned with the PCAOB’s strategic objectives. The role builds relationships with client groups and advises on leadership, talent management and development, workforce and succession planning, change management, performance management, and employee engagement. It collaborates with HR leadership, the Employee Experience team, and other OHR colleagues to develop and deliver organizational solutions.

The PCAOB is a nonprofit organization established by Congress to oversee audits of public companies and SEC-registered brokers and dealers, protecting investors and furthering the public interest in the preparation of independent, accurate, and informative audit reports. Its mission includes modernizing audit standards, enhancing audit inspections, and strengthening enforcement of PCAOB rules and standards and related laws and rules.

The PCAOB describes its compensation and benefits package as highly competitive. The estimated salary range for this role in Washington, DC is $127,413 to $169,884 per year; team members may also be eligible for performance-based discretionary awards. Staff are assigned to the Washington, DC headquarters or another office as approved by the PCAOB. Benefits include paid time off and holidays, a 401(k) match, medical, dental, and vision plans, paid parental and caregiver leave, life insurance, education and student loan benefits, well-being and family resources, and commuter benefits.

Requirements

• Bachelor’s degree from an accredited university.
• At least five years of combined human resources and talent acquisition experience.
• Strong HR Generalist or Business Partner subject-matter expertise across core HR areas, including talent acquisition and talent management.
• Knowledge of recruiting, sourcing, and hiring strategy development and execution, with the ability to work with limited oversight and follow through.
• Experience advising and consulting with senior leadership to achieve organizational objectives.
• Consistent, balanced, and respectful engagement style; ability to influence and use people skills to achieve business outcomes.
• Ability to develop and implement strategic HR initiatives and drive change when guidelines or policies are not clearly defined.
• Experience supporting organizations in transition.
• Strong attention to detail, discretion, integrity, judgment, and responsiveness.
• Creative and strategic and logical thinking, with the ability to establish and execute procedures through completion.
• Strong verbal and written communication, presentation, and facilitation skills.
• Ability to work effectively under pressure, manage time, set priorities, and meet deadlines.
• Ability to multitask, organize work, and interact effectively with all levels of internal and external customers.
• Advanced working knowledge of software applications, including the Microsoft Office Suite.
• Strong knowledge of state and federal employment law and practices and EEOC guidelines.
• Proven negotiation, analysis, and problem-solving strengths.
• Ability to take initiative and work independently.
• Legally authorized to work in the United States without employer sponsorship, now or in the future.

Nice To Haves

• MBA or master’s degree in human resources or a related field.
• SHRM-CP, PHR, or SPHR certification.

Responsibilities

• Support short- and long-term business planning, organizational structure changes, and employee life-cycle processes with division and officer leaders and OHR colleagues.
• Lead talent acquisition efforts to attract and hire qualified candidates, build talent pipelines for critical skills, and meet the PCAOB’s strategic objectives.
• Partner with the Office of Communications and Engagement on strategic talent acquisition marketing campaigns.
• Provide a high-quality candidate experience and client service to hiring managers; advise on recruiting best practices and use feedback to improve processes.
• Use Workday to manage candidate life-cycle recruitment stages and activities.
• Lead engagement with professional organizations for job postings, career fairs, conference sponsorships, and networking opportunities.
• Identify process-improvement opportunities and use technology, including Workday, automation, and AI-enabled tools, to improve efficiency and reporting.
• Support performance management processes in Workday, including goal setting, real-time feedback, and mid-year and year-end reviews.
• Work with division and office leaders and OHR colleagues to create staff development opportunities aligned with professional development goals and organizational needs.
• Advise and partner on employee relations, workforce and succession planning, rewards and recognition, employee engagement, talent and performance management, compensation, policy interpretation, and organizational effectiveness.
• Use competitive intelligence, analytics, and metrics to support OHR reporting and dashboard capabilities.
• Provide guidance on OHR policies and guidelines; support intake of employee relations matters and escalate them to the Employee Relations team as appropriate.
• Partner with OHR colleagues to deliver and integrate HR programs across the employee life cycle, including recruiting, onboarding, performance management, enterprise goal setting, salary planning, rewards and recognition, engagement events, and offboarding.
• Build effective relationships with employees and key stakeholders across the organization.
• Coach and consult with employees and managers, offering proactive and supportive feedback and advice.
• Research HR best practices, legal developments, and emerging trends to benchmark practices.
• Perform other duties as assigned.

Benefits

• Up to six weeks of paid time off annually, in addition to 12 federal holidays, two floating holidays, and a year-end break December 28–31, 2026.
• 401(k) match dollar for dollar up to 7% of eligible compensation, with immediate vesting and savings options; Roth in-plan conversion available.
• Medical, dental, and vision plans.
• Up to 16 weeks of paid parental leave and up to 16 weeks of paid caregiver leave.
• Basic life and AD&D insurance; supplemental insurance available.
• Public Service Loan Forgiveness program eligibility, student loan repayment assistance, staff college tuition assistance, and college coach program support.
• Mental health and well-being resources, paid volunteer time, emergency child/adult dependent backup care, family-forming assistance, discounted gym memberships, employee assistance program, and health advocate program.
• Commuter benefits, including a tax-free employer subsidy and pretax employee deductions.
• Potential eligibility for performance-based discretionary awards.

What This Job Offers

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