Strategic Enterprise Talent Partner

BD

Franklin Lakes (NJ)

On-site

USD 150,000 - 210,000

Full time

14 days+

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Job summary

BD is seeking an experienced Senior Talent Management professional to advise on leadership decisions and shape strategic actions across the talent ecosystem. You will partner with senior leaders and HR partners to diagnose talent needs, design options, and guide execution that aligns with business priorities and development goals.

This role requires a deep background in executive coaching, succession planning, and leadership development within a global, matrixed organization.

Qualifications

10+ years of progressive experience in Talent Management, Strategic Talent Advisory, Leadership Development, Succession Planning, Executive Coaching, HR Business Partnering, or related fields focused on senior talent decisions and individual growth.
Experience working in a large, complex, matrixed global organization is essential.
Business-facing talent experience is essential, including prior HR Business Partner experience, embedded talent advisory work, or comparable strategic consulting experience supporting senior leaders on complex talent issues.
Experience in a strategic talent consulting, leadership advisory, assessment, or succession-focused consulting environment strongly preferred.
Experience leading complex talent engagements or significant workstreams with senior stakeholders, including scoping work, structuring recommendations, managing progress, and transitioning outcomes to appropriate owners.
Strong working knowledge of talent reviews, succession planning, leadership development, high-potential development, career growth, pipeline management, readiness assessment, executive assessment practices, and strategic talent movement.
Experience interpreting executive assessments, coaching insights, talent data, and readiness signals to inform development, movement, and succession decisions.
Demonstrated ability to solve ambiguous talent problems, synthesize research, analytics, assessment data, and stakeholder input, and translate findings into practical recommendations.
Demonstrated ability to facilitate senior-level talent conversations and challenge assumptions constructively while maintaining credibility with leaders and HR partners.
Strong business acumen and ability to connect talent decisions to business strategy, leadership requirements, talent risk, and enterprise-critical priorities.
Strong communication, facilitation, relationship-building, and influencing skills, including the ability to drive action without direct authority.
Familiarity with continuous improvement disciplines such as Lean, Kaizen, or similar problem-solving approaches preferred, particularly where applied to business or talent challenges.
Bachelor’s degree required. Advanced degree in Human Resources, Leadership Development, Executive Coaching, Organizational Psychology, Business Administration, or a related field preferred.

Responsibilities

Lead multiple assigned talent engagements with clear scope, outcomes, decision points, stakeholder alignment, and workstream discipline.
Build practical understanding of the business context, leadership requirements, talent implications, available options, and decisions that need to be made.
Clarify whether the engagement requires assessment, talent pool review, leadership evaluation, targeted development, internal movement, external talent insight, executive coaching, or a combination of approaches.
Manage engagement progress with discipline, ensuring the work produces high-quality insights, recommendations, decisions, or transition points.
Integrate talent data, assessment findings, demonstrated performance, leader input, career history, and business context to form a clear view of available talent options.
Interpret assessment and talent information across multiple dimensions to form practical, insight-rich judgments about potential, readiness, role fit, development priorities, and talent risk.
Translate complex talent information into options and recommendations leaders can use to make informed decisions.
Help leaders compare potential paths, including targeted development, internal movement, assessment, coaching, talent pool expansion, successor acceleration, or external talent insight.
Identify where more information, assessment, or stakeholder alignment is needed before a decision can be made with confidence.