Global Talent Management Lead

SoftwareONE Deutschland GmbH; United States; Remote; USD 124,000 - 180,000; Full time

Job summary

SoftwareOne Deutschland GmbH is seeking a Global Talent Management Lead to design and evolve an integrated talent framework across regions. You will drive governance, enable Workday-based processes, and partner with HRIS, Talent Analytics, and regional teams to align talent decisions with business priorities.

The role requires experience in talent management, succession planning, and internal mobility, with a focus on data-driven decision making and scalable solutions for a global organization.

Qualifications

• Proven experience in Talent Management, Organizational Development, or Talent Centre of Excellence.
• Ability to design talent reviews, succession planning, internal mobility and capability planning.
• Strong collaboration with HR partners and regional stakeholders.

Responsibilities

• Design and evolve a global talent management framework for consistent decisions.
• Lead governance across regions and ensure scalable talent processes.
• Partner with HRIS and Talent Analytics to enable Workday-based processes.
• Develop data standards and improve talent data quality and usability.
• Translate data into leadership-ready insights for senior leaders.

Skills

Talent management

Organizational development

Stakeholder collaboration

Data analytics

Tools

Workday

HRIS

Job description

Why SoftwareOne?

SoftwareOne is a global provider of software and cloud solutions. With a presence in over 70 countries and more than 12,000 professionals, we help organizations optimize software investments, modernize applications, and unlock the value of cloud, data, and AI. Our people are at the core of everything we do. We enable collaboration across borders, continuous learning, and opportunities to grow in a fast-evolving technology landscape. Whether your focus is on technology, customer success, or business operations, your ideas matter, and your contributions make a difference. Join a global team where you can build your skills, work with leading technologies, and make a real impact for our customers.

The role

Are you passionate about creating talent frameworks, succession strategies, and capability programs that directly influence the future success of a global organization? Do you thrive in highly visible roles where you can work with diverse stakeholders across business functions, bringing people together to drive alignment, collaboration, and better talent outcomes? Would you like to join a company that embraces continuous improvement, values fresh perspectives, and provides opportunities to learn, grow, and make a real difference? Practical Information: Location: EEA/EU |Reports to: Global Head of Talent | Work Arrangement: Remote |Visa Requirements: Valid working visa for country of employment |Language Requirements: Professional level English,both written and verbal As our new Global Talent Management Lead , you will design, implement, and continuously evolveour integrated global talent management framework that enables consistent, transparent, and scalable talent decisions across the organization. You will translate our global talent philosophy into practical governance, frameworks, and Workday-enabled processes covering talent reviews, talent mapping, succession planning, promotions, internal mobility, career progression, critical roles, critical skills, and future capability planning. Partnering closely with P&C Business Partners, HRIS, Talent Analytics, Learning & Leadership Development, DEIB, PMO, and regional stakeholders, you will drive the global talent roadmap and ensure talent decisions are data-driven, inclusive, aligned with business priorities, and responsive to future workforce needs, supporting successful global rollout and adoption across the organization.

Key Responsibilities

• Build and maintain functional and technical skills frameworks that complement the existing competency and job architecture.
• Define critical skills and capability requirements, assess skill gaps in partnership with P&C Business Partners (BP), and translate insights into targeted talent, development and workforce planning actions.
• Talent mapping, review and calibration: Develop methodologies, guidance, toolkits and facilitation materials for talent mapping, talent review and calibration processes.
• Enable leaders and P&C BPs to identify high-potential talent, critical roles, readiness, retention risks and future leadership pipelines using consistent standards and decision criteria.
• Succession and workforce continuity: Establish succession planning standards and processes for critical roles, ensuring clear visibility of bench strength, readiness and capability risk.
• Partner with leaders to strengthen succession coverage and long‑term business continuity.
• Performance, promotion and career progression: Connect talent practices with performance management, promotion standards and career pathing.
• Provide guidance and enablement that helps managers and employees understand progression opportunities, development expectations and transparent decision criteria.
• Workday and HCM enablement: Partner with HRIS and Talent Analytics to enable talent management processes within Workday or comparable HCM platforms.
• Support roadmap delivery for talent profiles, skills data, talent mapping, succession records, development actions and reporting, while defining data standards and improving data completion, quality and usability.
• Governance, standards and consistency: Define and apply global standards and governance across regions while allowing appropriate local application.
• Monitor adoption, identify where practices are inconsistent or overly complex, and work with P&C and regional stakeholders to improve ways of working.
• Talent analytics, reporting and insight: Build and interpret talent reporting on talent profile completion, talent review participation, succession coverage, readiness, skill gaps, capability risk, adoption and outcomes.
• Translate data into clear, decision-ready insights for senior leaders and P&C.

What we need to see from you

• Talent management expertise: Proven experience in Talent Management, Organizational Development, or a Talent Centre of Excellence, with hands‑on experience designing and implementing talent reviews, succession planning, promotions, internal mobility, career pathways, and capability planning
• Talent framework design: Ability to translate strategic talent priorities into practical frameworks, methodologies, standards, governance, and toolkits that can be applied consistently by leaders and P&C teams across regions
• Skills and competency architecture: Solid understanding of skills frameworks, competency models, job architecture, and capability planning, with experience defining critical skills and connecting them to workforce planning, development, and talent decisions
• Workday and HR technology: Experience working with Workday Talent Management and HCM modules, or similar platforms, with the ability to partner effectively with HRIS teams to enable processes, establish data standards, and improve talent data quality
• Data-driven decision-making: Comfortable working with talent data and analytics, identifying trends, uncovering insights, and translating metrics into clear recommendations and leadership‑ready narratives that inform talent and workforce