Talent Strategy & Integration
This role serves as the strategic integrator and execution leader for enterprise Talent, Learning, and Culture in a complex, global financial services environment. Acting as the central point of coordination for all talent‑related processes and programs, the role ensures the function operates with discipline, regulatory rigor, and measurable business impact while driving modernization across the talent ecosystem. The ideal candidate translates enterprise priorities into actionable strategy and ensures the multi‑year talent agenda is delivered with consistency and excellence across all markets and business lines.
Key Responsibilities And Duties
Enterprise Talent Strategy & Workforce Enablement
- Serves as the central integrator of the enterprise Talent, Learning, and Culture strategy across a complex, global organizational footprint, building and sustaining a cohesive talent ecosystem.
- Translates business growth priorities, human capital plan outputs, regulatory expectations, and modernization strategy into a multi‑year talent function roadmap.
- Ensures alignment of talent strategy with enterprise priorities such as risk management, compliance, client experience, productivity, and leadership readiness, partnering with CHROs, analytics, business leaders to anticipate future skill and capability needs across wealth management, asset management, insurance, banking, technology, and shared services.
Strategic Planning, Execution & Governance
- Leads the planning, prioritization, and governance of the Talent, Learning & Culture portfolio, balancing global consistency with local market needs through disciplined operating rhythms, including executive reviews, risk and dependency management, and performance dashboards.
- Prepares high‑impact materials for the CEO, Executive Committee, Board, and Risk Committees related to talent health, leadership pipeline strength, succession, and culture.
- Tracks execution against strategic initiatives, proactively identifying risks, regulatory implications, and mitigation strategies.
Modernization of Talent, Learning & Culture
- Drives modernization of talent practices, ensuring compliance while improving speed, quality, and employee experience.
- Enables integration of Talent, Learning, Recruiting, and Culture into a cohesive operating model with shared data, platforms, and outcomes.
- Partners with HR Technology, Data & Analytics, Risk, and Legal teams to responsibly deploy AI and advanced analytics in talent assessment, learning personalization, and recruiting, serving as point of contact for the talent organization with a focus on creating pathways to BAU by reducing fragmentation and dependency on legacy processes, helping the function move from program‑based delivery to enterprise capability building.
Leadership, Culture & Risk Alignment
- Ensures leadership development, performance management, and talent decisions reinforce the People Team’s strategy and consider the company’s risk framework and regulatory expectations.
- Helps T,L&C leaders navigate change while maintaining cultural stability and trust across global teams.
Community, Continuity & Global Team Effectiveness
- Builds intentional community and continuity across global Talent, Learning & Culture teams operating across regions, time zones, and business lines.
- Designs forums, governance structures, and collaboration mechanisms that promote knowledge sharing, consistency, and speed of execution.
- Enables senior talent leadership team effectiveness through agenda design, decision frameworks, follow‑through, and use of new AI tools.
- Fosters a shared identity and enterprise mindset within the Talent, Learning & Culture function.
Executive Advisory & Stakeholder Management
- Serves as a trusted advisor to the Chief Talent Officer/CHRO, anticipating strategic, organizational, and reputational issues.
- Coordinates across senior HR leaders, business executives, compliance, risk, and legal partners to ensure alignment and smooth execution of talent products.
- Prepares decision‑ready materials and scenario analyses to support executive awareness and decision‑making.
- Represents the Talent, Learning & Culture function in enterprise initiatives and cross‑functional forums.
Measurement, Analytics & Business Impact
- Defines and tracks metrics that demonstrate the business impact of talent, learning, and culture investments (e.g., leadership readiness, productivity, retention, advisor effectiveness).
- Leverages people analytics, external benchmarks, and regulatory insights to inform strategy and investment decisions.
- Ensures transparent communication of outcomes, risks, and ROI to senior leadership.
- Crafts clear narratives that link talent and culture initiatives to enterprise strategy, risk management, and client outcomes.
Qualifications
- Educational Requirements: University Degree (Preferred)
- Work Experience: 10+ years Required; 12+ years Preferred
- Physical Requirements: Sedentary Work
- Career Level: 10IC
- Professional Skills: Dynamic, results‑oriented perspective with excellent program management capabilities for complex, large‑scale initiatives; strategic product mindset with ability to leverage stakeholder feedback and reporting; strong tolerance for ambiguity while maintaining focus on results; adaptability and flexibility in changing business environments; experience leading multiple functional areas across business units in a matrix environment, with ability to drive accountability for delivering strategic plan; strong collaboration skills, with ability to develop and maintain effective partnerships across business areas and functions, including HR Technology, Data & Analytics, Risk and Legal and other organizations across the enterprise; strong leadership presence and credibility to influence delivery against cross‑business dependencies; gravitas to stand for Chief Talent Officer.
- Communication & Influence: Excellent communication skills (written, verbal and presentation) to effectively share information and recommendations; ability to distill complex information into clear, concise content for all levels; demonstrated skill in navigating complex discussions at any level/influencing senior leadership.
- Interpersonal Qualities: Strong relationship building across all organizational levels.
- Technical Requirements: Advanced proficiency in Microsoft Office (Word, Excel, PowerPoint, Teams); passion for experimenting and experience with AI and Generative AI skills.
- Related Skills: Business Acumen, Change Management, Conflict Management, Consultative Communication, Data‑Based Decision Making, HR Business Consultation, Human Capital Strategy, Influence, Problem Solving, Talent Mindset, Trusted HR Advisory.
Benefits and Total Rewards
The organization is committed to making financial well‑being possible for its clients, and is equally committed to the well‑being of our associates. We offer a comprehensive Total Rewards package designed to make a positive difference in the lives of our associates and their loved ones. Our benefits include a superior retirement program and highly competitive health, wellness and work life offerings that help you achieve and maintain your best possible physical, emotional and financial well‑being.
Equal Opportunity
We are an Equal Opportunity Employer. TIAA does not discriminate against any candidate or employee on the basis of age, race, color, national origin, sex, religion, veteran status, disability, sexual orientation, gender identity, or any other legally protected status. Our full EEO & Non‑Discrimination statement is on our careers home page.
Other Information
Anticipated Posting End Date: 2026‑06‑06.
Base Pay Range: $168,800/yr – $274,000/yr. Additional compensation may include incentive programs linked to performance.
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