Talent Management Partner

BluSky Restoration Contractors; Centennial (CO); Remote; USD 85,000 - 105,000; Full time

Benefits offered by this job

Health insurance

401(k) matching

Remote work

Paid time off

Employee assistance program

Job summary

BluSky Restoration Contractors is seeking a Talent Management Partner to drive the national talent management processes and coordinate with regional HR to ensure readiness across branches. You will design the talent review cycle, develop succession plans, and translate results into actionable development plans for leaders and high-potential employees.

The role involves partnering with HRBPs, driving calibrations, and building scalable processes in a remote, travel-heavy environment.

Qualifications

• Minimum 6 years of progressive HR experience, with at least 3 years direct ownership of talent management, talent development, or organizational development programs including program creation and execution.
• Experience running a full talent review and succession planning cycle in a multi-site or distributed organization—having led the process, not only participated in it.
• Experience developing training materials and facilitation guides and delivering training to HRBPs and business leaders.
• HR generalist background with hands-on experience in employee relations, performance management, and HR compliance preferred.
• Willingness and ability to travel up to 25%.

Responsibilities

• Design, own, and run the national talent review calendar, framework, and calibration process.
• Facilitate talent review and calibration sessions with branch, regional, and functional leadership in partnership with the Regional HR Business Partners.
• Build and maintain succession plans and readiness assessments for critical branch, regional, and functional roles.
• Report bench strength, succession gaps, and readiness trends to HR and operations leadership.
• Translate talent review outcomes into individual development plans for successors and high-potential employees.
• Build templates, guides, and standards for development and performance action planning.
• Coach managers and HR Business Partners on writing and running effective development plans.
• Track plan completion and progress; elevate plans that stall.
• Own the process for identifying flight risk, single points of failure, and bench gaps across the branch organization.
• Partner with Regional HR Business Partners and leaders to build and execute mitigation and retention plans.
• Contribute to national risk, attrition, and talent reporting, and surface trends that warrant leadership attention.
• Partner with HR leadership on role leveling, career progression frameworks, span-of-control analysis, and organizational restructuring.
• Build defensible, documented selection and leveling criteria that hold up to scrutiny.
• Support in-flight leveling work across field and operations roles.
• Build toolkits, playbooks, and training that enable the Regional HR Business Partner team to run talent processes consistently across regions.
• Coach HR BPs through calibration, succession, and development conversations.
• Serve as the escalation point for talent process questions and standards.

Skills

Talent management

Facilitation

HR analytics

Influence senior leaders

Education

Bachelor's degree in HR/Business/Org Dev

SHRM-CP/SHRM-SCP/PHR/SPHR preferred

Tools

ADP Workforce Now

Microsoft Office

Job description

POSITION SUMMARY

BluSky is a People First | Compliance Always organization, and the Talent Management Partner is how that philosophy is carried through the full employee lifecycle. This role makes sure we know who our people are, what they are capable of, where our bench is thin, and that the right people are ready before the seats open.

Reporting to the Senior Director of Human Resources and Recruiting, the Talent Management Partner owns BluSky's national talent management process across all branches and regions. This role designs and runs the talent review and succession planning cycle, translates the results into development and action plans, and identifies and mitigates talent risk. The Talent Management Partner builds the framework and the standard; the Regional HR Business Partners own the relationships and execution in their regions.

PRINCIPAL DUTIES & RESPONSIBILITIES

Talent Review & Succession Planning

• Design, own, and run the national talent review calendar, framework, and calibration process.
• Facilitate talent review and calibration sessions with branch, regional, and functional leadership in partnership with the Regional HR Business Partners.
• Build and maintain succession plans and readiness assessments for critical branch, regional, and functional roles.
• Report bench strength, succession gaps, and readiness trends to HR and operations leadership.

Development & Action Planning

• Translate talent review outcomes into individual development plans for successors and high-potential employees.
• Build templates, guides, and standards for development and performance action planning.
• Coach managers and HR Business Partners on writing and running effective development plans.
• Track plan completion and progress; elevate plans that stall.

Talent Risk & Retention

• Own the process for identifying flight risk, single points of failure, and bench gaps across the branch organization.
• Partner with Regional HR Business Partners and leaders to build and execute mitigation and retention plans.
• Contribute to national risk, attrition, and talent reporting, and surface trends that warrant leadership attention.

Organizational Design & Role Architecture

• Partner with HR leadership and operations on role leveling, career progression frameworks, span-of-control analysis, and organizational restructuring.
• Build defensible, documented selection and leveling criteria that hold up to scrutiny.
• Support in-flight leveling work across field and operations roles.

HRBP Enablement & Partnership

• Build toolkits, playbooks, and training that enable the Regional HR Business Partner team to run talent processes consistently across regions.
• Coach HR Business Partners through calibration, succession, and development conversations.
• Serve as the escalation point for talent process questions and standards.

SUPERVISORY RESPONSIBILITY

This role has no direct reports. However, the Talent Management Partner is expected to exercise meaningful influence - setting standards, holding leaders and HR Business Partners accountable to the talent process, and driving adoption without relying on positional authority.

QUALIFICATIONS & REQUIREMENTS

• Minimum 6 years of progressive HR experience, with at least 3 years direct ownership of talent management, talent development, or organizational development programs including program creation and execution.

Demonstrated experience running a full talent review and succession planning cycle in a multi-site or distributed organization- - having led the process, not only participated in it.

• Experience developing training materials and facilitation guides and delivering training to HRBPs and business leaders.
• HR generalist background with hands-on experience in employee relations, performance management, and HR compliance preferred.
• Proven ability to influence senior leaders without direct authority.
• Strong facilitation skills with leadership audiences, including calibration and succession discussions.
• Ability to build practical, low-friction processes suited to a field and operations workforce.
• Analytical mindset; ability to use workforce data and metrics to identify trends and recommend actionable solutions.
• High degree of integrity, discretion, and emotional intelligence when handling sensitive talent information.
• Self-directed, adaptable, and comfortable operating with minimal supervision in a dynamic, distributed environment.
• Willingness and ability to travel up to 25%, including overnight travel.
• Proficiency in Microsoft Office Suite required; ADP Workforce Now or comparable HRIS strongly preferred.
• Experience with organizational design, job architecture, role leveling, and career pathing is strongly preferred.
• Experience partnering closely with a recruiting or learning and development function is a plus.
• Background in industries with a distributed or field-based workforce is a plus (restoration, construction, facilities management, etc.).

EDUCATION

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.

SHRM-CP, SHRM-SCP, PHR, or SPHR certification strongly preferred.

WORK ENVIRONMENT & PHYSICAL JOB DEMANDS

This is a remote position with regular travel (up to 25%) to branches, regional meetings, and field locations. The physical demands of the role are consistent with standard professional work, including extended periods of computer use, phone and video communication, and travel by car or air.

The employee must occasionally lift and/or move up to 25 pounds. While performing the duties of this job, the employee is regularly required to sit; use hands and fingers, reach with hands and arms, talk, and hear.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.

COMPENSATION

• Competitive base salary
• Bonus plan for qualified positions
• a matching 401(k) plan
• health insurance (medical, dental and vision)
• paid time off
• disability
• equipment appropriate to the position (i.e.: laptop, smart phone, etc.)
• corporate apparel allowance
• Remote Work
• Employee Assistance Program
• Accident & Critical Illness Coverage
• LegalShield
• Professional Development
• Paid Referral Program
• more

Pay Range $85,000 - $105,000

EEOC

BluSky is dedicated to the principles of equal employment opportunity. BluSky prohibits unlawful discrimination against applicants or employees on the basis of age 40 or over, race, sex, color, religion, national origin, disability, genetic information, sexual orientation, or any other applicable status protected by Federal, State, or local law.

It is and will continue to be the policy of BluSky that all persons are entitled to equal employment opportunity based on their individual qualifications, performance, and potential without regard for any protected status, as required by state and federal law.

Application Duration

To ensure a thorough and fair selection process, we would like to inform you that the application deadline for this position is 7 days. Please ensure that your application is submitted by this date for consideration.

To be considered for this position, you must complete the online application by visiting our careers page at www.goblusky.com/careers.

#LI-REMOTE

Pay Transparency In order to support the Fair Compensation Strategy by the US Govt., HR Dept., clients are required to adhere to "Pay Transparency Law"; in the impacted states; that have mandated the employers to list the salary ranges in Job advertisements or postings for job opportunities and Job promotions.