Talent Planning Analyst

GM•Warren, MI

1d•Remote

About The Position

The Talent Planning Analyst is a high-impact, enterprise-facing role within our Global Talent Center of Excellence, responsible for building, executing, maintaining, and continuously improving enterprise talent review and succession planning strategies.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or a related discipline.
4+ years of HR experience with a minimum of 2 years in talent management, organizational effectiveness, or succession planning roles.
Proven experience designing and facilitating talent review processes in complex, multi-site global organizations.
Proficiency in workforce analytics and HRIS platforms (Workday preferred).
Strong executive presence and executive facilitation skills; demonstrated ability to engage and influence at the executive level.
Strong project management capabilities; able to lead multiple simultaneous workstreams across geographies with a high degree of autonomy.

Nice To Haves

Master’s degree in Industrial-Organizational Psychology or HR Management.
SHRM-SCP, SPHR, or equivalent HR certification; additional credentials in talent assessment (e.g., Hogan, Korn Ferry Leadership Architect, DDI).
Experience with people analytics tools (Visier or equivalents).
Prior experience in the automotive sector with an understanding of technical/engineering talent landscapes.
Experience with design, configuration, testing, implementation, and support of talent planning and succession modules in Workday.

Responsibilities

Support and continuously improve the global talent review and succession planning cycle for the enterprise.
Support end-to-end program and system design and governance processes for high-potential identification programs, including assessment frameworks, nomination criteria, development planning, and program evaluation.
Develop and maintain strategic workflow and document management protocols to keep review and planning cycles operating effectively and efficiently.
Build and manage review and planning cycles in line with organizational rhythms and specialized requests.
Support reporting and tracking of succession health, high-potential identification, or other key metrics as part of operational and strategic reporting requirements.
Research and build thought leadership on talent planning best practices, sharing insights with COE Team, HR leaders, and other stakeholders to enable capability uplift across the global HR community.
Support the management of relationships with external talent assessment providers, leadership consultancies, and benchmarking networks.