Executive Talent Solutions Lead

Hewlett Packard Enterprise Company in; Spring (TX); On-site; USD 120,000 - 190,000; Full time

Job summary

Hewlett Packard Enterprise is seeking an Executive Talent Solutions Lead in Spring, TX to drive VP assessment and development, coaching, and related talent initiatives. You will translate business priorities into practical, scalable talent solutions that strengthen leadership and succession readiness.

You will partner with HR, business leaders, and vendors to design, delivery, and governance of executive programs, leveraging AI-enabled tools to enhance impact and stakeholder experience.

Qualifications

• Bachelor's degree or equivalent experience in HR, business, or related field.
• Typically 6+ years in talent management, leadership development, or executive coaching.
• Experience partnering with HR and business leaders.

Responsibilities

• Own and lead VP assessment processes, tools, and stakeholder experiences.
• Manage executive coaching across VP+ population; coordinate intake and progress tracking.
• Lead or support initiatives across assessment, coaching, development, succession readiness and mentoring.
• Evaluate and apply AI-enabled capabilities to improve efficiency, quality, and insights.
• Establish program strategy, governance, and measurable outcomes; ensure alignment with priorities.
• Provide stakeholder guidance, mitigate risks, and ensure scalable, governed solutions.

Skills

Executive leadership

Stakeholder management

Program governance

Change management

AI/digital fluency

Education

Bachelor's degree or equivalent experience in HR/Business

Tools

AI-enabled tools

HR tech platforms

Job description

Executive Talent Solutions Lead (Finance)

This role has been designed as ''Onsite' with an expectation that you will primarily work from an HPE office.

Who We Are:

Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today's complex world. Our culture thrives on finding new and better ways to accelerate what's next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.

Job Description:

This role serves as an executive talent solutions expert within HPE's Executive Advantage portfolio, providing deep expertise, strategic consultation, and senior level program leadership across executive assessment, coaching, leadership development, and related executive talent initiatives. With an initial focus on VP assessment and executive coaching, this role helps strengthen leadership capability, succession readiness, and targeted development for VP+ leaders by translating business and talent priorities into practical, scalable solutions.

The role will lead and improve programs that support executive assessment, coaching, development planning, stakeholder consultation, insights, and follow through. The broader remit may also include executive education, leadership development, succession actions, talent review follow up, mentoring, program communications, and other strategic initiatives as Executive Advantage priorities evolve.

This role requires strong judgment, agility, and the ability to operate across both established programs and ambiguous new workstreams. The individual will partner closely with the Director of Executive Advantage and collaborate with HR Business Partners, business leaders, Talent Management colleagues, vendors, and other stakeholders to ensure executive talent programs are well-designed, clearly governed, effectively delivered, and connected to business outcomes.

The role is expected to actively leverage AI enabled tools and emerging technologies to simplify work, accelerate delivery, generate insights, improve stakeholder experiences, and scale executive talent solutions.

RESPONSIBILITIES:

VP Assessment and Development:

Own and continuously improve VP assessment related processes, practices, tools, and stakeholder experiences. Coordinate assessment activity, clarify expectations, manage handoffs, synthesize inputs/outputs, support development planning, and help ensure assessment insights translate into practical actions for leaders, HR partners, and the business.

Executive Coaching:

Manage and strengthen executive coaching practices across the VP+ population. Support coaching intake, matching, vendor coordination, stakeholder communications, progress tracking, and issue resolution. Identify opportunities to improve consistency, quality, access, and connection to leader development priorities.

Executive Talent Solutions:

Serve as an executive talent solutions expert across the Executive Advantage portfolio. Lead or support priority initiatives spanning assessment, coaching, leadership development, succession readiness, mentoring, talent review follow up, executive education, and emerging executive talent priorities. Translate strategic direction into practical solutions, stakeholder plans, communications, operating routines, and measurable outcomes.

Technology and AI Fluency:

Evaluates and applies digital and AI enabled capabilities to improve efficiency, quality, stakeholder experience, decision support, and scalability. Identifies practical opportunities to automate routine work, generate insights, modernize processes, and increase the impact of talent programs while exercising appropriate judgment, governance, and responsible use practices.

Executive Education and Development:

Support the curation, design, delivery, and continuous improvement of executive education or leadership development solutions as business priorities evolve. Partner with internal stakeholders and external providers to define audience needs, learning objectives, delivery approach, stakeholder roles, and measures of effectiveness.

Stakeholder Consultation and Enablement:

Serve as a trusted resource to HR and business stakeholders on executive assessment, coaching, and related talent development solutions. Provide practical guidance, clarify decision points, surface risks and dependencies, and connect stakeholders with appropriate resources, processes, and subject matter experts.

Program Strategy and Governance:

Establish strong program foundations, including objectives, scope, success measures, governance routines, documentation, and decision-making processes. Ensure programs are scalable, clear, appropriately controlled, and aligned with broader Executive Advantage, HR and HPE business priorities.

Metrics, Insights and Reporting:

Track and report practical measures of program health, participation, stakeholder experience, completion, quality, adoption, and outcomes. Analyze assessment, coaching, feedback, and program data to identify trends, risks, gaps, and improvement opportunities. Use insights to recommend changes that improve effectiveness and enterprise value.

Vendor and Resource Management:

Manage assigned vendors, suppliers, tools, and resources supporting executive assessment, coaching, education, or related programs. Coordinate deliverables, track quality and service issues, monitor costs, support vendor evaluation, and ensure external solutions align with HPE needs and stakeholder expectations

Program Improvement and Standardization:

Identify opportunities to simplify, strengthen, and scale executive talent practices. Improve tools, templates, communications, intake methods, reporting, stakeholder guidance, and operating routines using feedback, data, lessons learned, AI enabled capabilities, and external benchmarking.

Portfolio Leadership and Agile Support:

Contribute expertise and leadership across the Executive Advantage portfolio as priorities evolve. Take on complex or emerging workstreams where additional thought partnership, structure, stakeholder coordination, or senior level program leadership is needed.

QUALIFICATIONS:

Education and Experience:

Bachelor's degree or equivalent experience in HR, business, organizational development, industrial organizational psychology, talent management, leadership development, program management, or a related field. Advanced degree preferred. Typically, 6+ years of relevant experience in talent management, HR, leadership development, assessment, coaching, organizational development, executive development