Talent Management Partner

BluSky Restoration Contractors, LLC•Centennial, CO

2d•Remote

About The Position

BluSky is a People First | Compliance Always organization, and the Talent Management Partner is how that philosophy is carried through the full employee lifecycle. This role makes sure we know who our people are, what they are capable of, where our bench is thin, and that the right people are ready before the seats open. Reporting to the Senior Director of Human Resources and Recruiting, the Talent Management Partner owns BluSky's national talent management process across all branches and regions. This role designs and runs the talent review and succession planning cycle, translates the results into development and action plans, and identifies and mitigates talent risk. The Talent Management Partner builds the framework and the standard; the Regional HR Business Partners own the relationships and execution in their regions.

Requirements

Minimum 6 years of progressive HR experience, with at least 3 years direct ownership of talent management, talent development, or organizational development programs including program creation and execution.
Demonstrated experience running a full talent review and succession planning cycle in a multi-site or distributed organization -- having led the process, not only participated in it.
Experience developing training materials and facilitation guides and delivering training to HRBPs and business leaders.
HR generalist background with hands-on experience in employee relations, performance management, and HR compliance preferred.
Proven ability to influence senior leaders without direct authority.
Strong facilitation skills with leadership audiences, including calibration and succession discussions.
Ability to build practical, low-friction processes suited to a field and operations workforce.
Analytical mindset; ability to use workforce data and metrics to identify trends and recommend actionable solutions.
High degree of integrity, discretion, and emotional intelligence when handling sensitive talent information.
Self-directed, adaptable, and comfortable operating with minimal supervision in a dynamic, distributed environment.
Willingness and ability to travel up to 25%, including overnight travel.
Proficiency in Microsoft Office Suite required; ADP Workforce Now or comparable HRIS strongly preferred.
Experience with organizational design, job architecture, role leveling, and career pathing is strongly preferred.
Experience partnering closely with a recruiting or learning and development function is a plus.
Background in industries with a distributed or field-based workforce is a plus (restoration, construction, facilities management, etc.).

Nice To Haves

HR generalist background with hands-on experience in employee relations, performance management, and HR compliance
Experience with organizational design, job architecture, role leveling, and career pathing
Experience partnering closely with a recruiting or learning and development function
Background in industries with a distributed or field-based workforce (restoration, construction, facilities management, etc.)
SHRM-CP, SHRM-SCP, PHR, or SPHR certification

Responsibilities

Design, own, and run the national talent review calendar, framework, and calibration process.
Facilitate talent review and calibration sessions with branch, regional, and functional leadership in partnership with the Regional HR Business Partners.
Build and maintain succession plans and readiness assessments for critical branch, regional, and functional roles.
Report bench strength, succession gaps, and readiness trends to HR and operations leadership.
Translate talent review outcomes into individual development plans for successors and high-potential employees.
Build templates, guides, and standards for development and performance action planning.
Coach managers and HR Business Partners on writing and running effective development plans.
Track plan completion and progress; escalate plans that stall.
Own the process for identifying flight risk, single points of failure, and bench gaps across the branch organization.
Partner with Regional HR Business Partners and leaders to build and execute mitigation and retention plans.
Contribute to national risk, attrition, and talent reporting, and surface trends that warrant leadership attention.
Partner with HR leadership and operations on role leveling, career progression frameworks, span-of-control analysis, and organizational restructuring.
Build defensible, documented selection and leveling criteria that hold up to scrutiny.
Support in-flight leveling work across field and operations roles.
Build toolkits, playbooks, and training that enable the Regional HR Business Partner team to run talent processes consistently across regions.
Coach HR Business Partners through calibration, succession, and development conversations.
Serve as the escalation point for talent process questions and standards.