Talent Strategy Partner

Socket.dev; De Pere (WI); On-site; USD 90,000 - 130,000; Full time

Job summary

Socket.dev in De Pere, WI is seeking a Talent Management lead to drive recruiting, performance management, talent reviews, succession planning, and internal mobility as the primary HR Business Partner for the De Pere location.

The role requires a minimum of five years of HR experience with enterprise HR processes, and a Bachelor's degree in a related field is preferred. Proficiency with HRIS and ATS tools is expected, with a focus on developing leadership pipelines and robust talent frameworks.

Qualifications

• Bachelor's degree in HR, Business Administration, Organizational Development, Psychology, Management, or related field is preferred or equivalent experience.
• Minimum of five (5) years of progressive HR experience with talent acquisition, talent management, performance management, organizational development, succession planning, and HR business partnership activities.

Responsibilities

• Lead salaried recruiting efforts and maintain recruiting processes and standards.
• Own performance review processes and timelines; coordinate organizational talent reviews.
• Maintain career paths, competency frameworks, succession planning, and internal mobility initiatives.
• Maintain job descriptions and job architecture; oversee promotion and advancement workflows.

Skills

Talent management

HRIS

ATS

Leadership coaching

Education

Bachelor's degree in HR or related

Tools

Workday

LMS

MS Office

Job description

SUMMARY:

The Talent Management Strategy maximizes organizational effectiveness through the attraction, development, deployment, and advancement of talent by owning enterprise talent processes and talent systems. This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business Partner for the De Pere location.

RESPONSIBILITIES:

Talent Acquisition

• Lead salaried recruiting efforts.
• Maintain recruiting processes and standards.
• Enhance candidate experience and employer branding.
• Develop talent pipelines and recruiting partnerships.
• Measure and improve hiring effectiveness.

Performance Management & Talent Review

• Own performance review processes and timelines.
• Maintain review forms, tools, and standards.
• Facilitate performance calibration activities.
• Coordinate organizational talent reviews.
• Provide reporting and process guidance to leaders.

Organizational Development, Succession Planning & Internal Mobility

• Maintain career paths and competency frameworks.
• Facilitate succession planning processes.
• Track successor readiness and leadership pipelines.
• Support employee development planning.
• Drive internal mobility initiatives.

Position Management & Advancement Governance

• Maintain job descriptions and job architecture.
• Administer position review and documentation processes.
• Manage promotion and advancement workflows.
• Oversee internal posting processes.
• Track talent movement and advancement activity.

HR Business Partnership – De Pere

• Serve as primary HR Business Partner for De Pere.
• Support employee relations and employee concerns.
• Provide leadership coaching and guidance.
• Assist with performance management and workforce planning.
• Support leave administration and employee support processes.

Other Duties

• Perform other duties within the scope of this role as assigned by management in alignment with the employee’s skills and organizational needs.

OBJECTIVES:

• Maintain an average 30-day fill target for salaried positions while ensuring recruiting process standards, candidate communications, and hiring quality expectations are consistently met.
• Administer and maintain annual performance review processes with 100% completion and leadership participation within established organizational timelines.
• Establish and maintain current job descriptions for all salaried and leadership positions through annual review, validation, and update processes.
• Facilitate annual talent review and succession planning exercises for leadership-identified critical positions and maintain successor readiness reporting.
• Maintain documented promotion, advancement, and internal mobility processes while providing quarterly reporting on internal talent movement and development opportunities.

COMPETENCIES:

Core Performance Drivers

• Accountability
• Communication

Strategic & Cultural Impact

• Collaboration
• Builds Trust

Adaptability & Innovation

• Adaptability
• Action

QUALIFICATIONS:

Education:

Bachelor's degree in human resources, Business Administration, Organizational Development, Psychology, Management, or a related field preferred, equivalent experience considered in lieu of education.

Experience and/or Training:

Minimum of five (5) years of progressive Human Resources experience with demonstrated responsibility for talent acquisition, talent management, performance management, organizational development, succession planning, and HR business partnership activities. Experience leading enterprise-wide HR processes preferred.

Licenses/Certificates:

PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent professional certification preferred.

Technology/Equipment:

Proficiency with HRIS platforms, applicant tracking systems, performance management systems, LMS platforms, Microsoft Office Suite, and reporting tools.

PHYSICAL AND MENTAL DEMANDS:

Sitting for long periods of time, 6-8 hours per day. Walking, speaking, hearing, and seeing. Listen and observe the environment for hazard prevention. Use hands for tools and typing. Semi-frequently lift up to 15 lbs. Some tasks may require the employee to bend, stoop, twist, and turn.

WORKING ENVIRONMENT:

Indoor office working environment. Office is temperature-controlled all year round. Minimal hazards identified.