Principal, Talent Strategy

K&L Gates; Charlotte (NC); On-site; USD 128,000 - 257,000; Full time

Job summary

K&L Gates is seeking a senior, strategic leader in Talent Strategy to architect enterprise talent frameworks, workforce architecture, and program design across five pillars. You will translate firm strategy into scalable models, tools, and playbooks, partnering with HR leadership to ensure analytics-informed, market-driven solutions.

The role requires autonomy to shape global talent initiatives, lead cross-functional teams, and deliver executive-ready materials for decision-making.

Qualifications

• 8+ years of experience in HR strategy, talent management, or management consulting.
• Demonstrated experience designing enterprise-level frameworks or operating models.
• Exceptional ability to synthesize complex inputs into clear, structured outputs.
• Advanced analytical capability (Excel/modeling) and ability to translate data into insight.
• Strong executive communication skills (written and verbal).
• Experience in professional services is preferred.
• Familiarity with performance management systems and workforce planning models.

Responsibilities

• Serve as a strategic advisor to the Director and HRLT on talent-related priorities.
• Lead the design and synthesis of complex talent frameworks across multiple domains.
• Build executive-ready materials to support decision-making (models, presentations, white papers).
• Establish data-driven approaches to workforce planning, performance, and hiring; drive consistency and scalability across talent programs globally.
• Influence stakeholders across HR, Legal Recruiting, PD, HR Ops, and practice leadership.
• Ensure all frameworks are practical, implementable, and aligned to firm economics.

Skills

Executive communication

Advanced analytics

Strategy design

HR strategy

Synthesis of inputs

Job description

This role is a senior individual contributor and strategy leader within the Talent Strategy vertical, serving as a core thought partner to the Director of Talent Strategy and broader HR leadership team.

The position owns the development of enterprise talent frameworks, workforce architecture, and program design across five interconnected pillars: talent strategy, performance and development, talent acquisition, HR operations, and operating model integration.

Unlike a traditional program or project role, this position is accountable for defining “what good looks like”—translating firm strategy into scalable models, frameworks, and tools that shape how talent is hired, developed, evaluated, and deployed globally.

This role operates with a high degree of autonomy and influence, partnering closely with HRLT, HRBPs, and functional leaders to ensure talent strategy is analytically grounded, market-informed, and operationally viable.

• Architect talent strategy frameworks aligned to firm priorities and economic model
• Translate strategy into actionable systems (models, playbooks, decision tools)
• Embed analytics and external benchmarking into all talent decisions
• Drive integration across talent strategy, acquisition, and HR operations
• Talent Strategy & Workforce Architecture (Primary Focus)

Owns Design And Evolution Of:

• Firmwide workforce architecture and talent segmentation models
• Associate-to-partner career journey framework, including progression milestones and alternative pathways
• Competency models and leadership behavior frameworks aligned to firm strategy
• Employer value proposition (EVP) and talent positioning strategy

Key Contributions:

• Develop forward-looking talent and leverage models tied to profitability and growth
• Lead external benchmarking across Am Law and professional services firms
• Translate CPO/HRLT priorities into quantitative and conceptual frameworks
• Performance Management & Talent Development

Leads Design Of:

• End-to-end performance management architecture (PDG frameworks, tools, and supporting materials)
• Promotion and advancement frameworks ensuring clarity, rigor, and consistency
• HiPo identification and succession planning models

Owns:

• Development of all core program collateral (guides, toolkits, training content, communications)
• Design of feedback, calibration, and development planning frameworks
• Talent Acquisition & Candidate Strategy

Shapes:

• Differentiated candidate experience strategy for allied professionals
• Employer branding and talent value proposition activation in recruiting

Leads:

• Market intelligence and sourcing strategy insights
• Analytical support for ATS selection and hiring strategy decisions
• HR Operations & Service Delivery

Partners To Design:

• Service delivery model and governance frameworks
• Core operational metrics and performance dashboards

Contributes To:

• HR operations playbook, including process standards and documentation frameworks
• Data-driven insights on service efficiency and effectiveness

Plays a Central Role In:

• Integrating talent strategy, recruiting, and HR operations into a unified model
• Building data infrastructure and analytics frameworks to inform workforce decisions

Owns:

• Development of recurring HRLT insights and reporting dashboards
• Analytical backbone connecting hiring, performance, and workforce planning

KEY RESPONSIBILITIES

• Serve as a strategic advisor to the Director and HRLT on talent-related priorities
• Lead the design and synthesis of complex talent frameworks across multiple domains
• Build executive-ready materials to support decision-making (models, presentations, white papers)
• Establish data-driven approaches to workforce planning, performance, and hiringDrive consistency and scalability across all talent programs globally
• Influence stakeholders across HR, Legal Recruiting, PD, HR Ops, and practice leadership
• Ensure all frameworks are practical, implementable, and aligned to firm economics

CROSS-FUNCTIONAL POSITIONING

• Acts as a central integrator across Talent Strategy, Talent Programs, HR Ops, and TA
• Partners with:
• Director, Talent Program Management to ensure strategy ? execution alignment
• HRBPs to ensure frameworks are adaptable and deployable
• HRIS to align design with system capabilities
• Professional Development to align content and training strategy

QUALIFICATIONS

Required

• 8+ years of experience in HR strategy, talent management, or management consulting
• Demonstrated experience designing enterprise-level frameworks or operating models
• Exceptional ability to synthesize complex inputs into clear, structured outputs
• Advanced analytical capability (Excel/modeling; ability to translate data into insight)
• Strong executive communication skills (written and verbal)

Preferred

• Experience in professional services (Am Law / consulting / accounting)
• Familiarity with performance management systems and workforce planning models
• Background in organizational design, L&D, or behavioral frameworks

Compensation Salary $128,000 - $257,000 / year

The compensation salary for this position will be determined during the interview process and will vary based on multiple factors, including but not limited to prior experience, relevant expertise, current business needs, and market factors.