Talent Management Partner

Job Description

The Talent Management Partner plays a critical role in advancing Cornerstone Building Brands’ talent strategy by leading talent lifecycle efforts across business units while owning enterprise-wide early-career programs and pipelines. This role shapes the full spectrum of talent processes—assessment, development, mobility, and succession—to ensure CBB has the leadership and capabilities required for the future.

Reporting to the Director of Talent Management, the TM Partner designs and deploys scalable talent assessment methodologies, leads BU-level succession and readiness processes, builds dashboards that provide insight into talent health, and influences data-driven decisions. Additionally, the TMP owns the enterprise strategy and execution for early-career programs (Internships and New College Grad programs), ensuring a sustainable and diverse incoming pipeline that aligns with workforce planning and future-critical roles.

The ideal candidate brings strong Talent Management expertise, excels at relationship-building with leaders across the business, and has 2–3 years of experience shaping or managing early-career program strategies.

• Serve as a strategic Talent Management advisor, guiding leaders through the full talent lifecycle (assessment → development → mobility → succession → retention).
• Partner with business leaders and HRBPs to identify, calibrate, and develop talent, building strong and diverse succession plans for critical roles.
• Implement and train stakeholders on validated assessment tools (e.g., 9‑box, 360 feedback, behavioral simulations) to support leadership evaluations and reduce bias in talent decisions.
• Integrate assessment insights into succession planning, HiPO selection, and targeted development strategies in partnership with workforce planning and analytics teams.
• Act as a talent broker by connecting internal talent to stretch roles, cross‑functional experiences, and development opportunities aligned to capability needs and business strategy.
• Ensure leaders execute high-quality development planning and follow-through, reinforcing CBB’s talent standards and leadership expectations.
• Lead the strategy, design, and execution of CBB’s enterprise early-career programs, including Internships and New College Graduate pathways.
• Build and maintain university and community partnerships to attract diverse, high-quality early-career talent aligned to enterprise workforce planning priorities.
• Partner cross-functionally to ensure early-career talent successfully transitions into progressive roles, contributing to long-term internal pipeline strength.

This role may indirectly influence others through cross-functional initiatives and may support mentoring of junior team members or project-based contributors.

• CBB Values and Behaviors & Mindsets – Act consistently with CBB’s Values (Safety, Integrity, & Inclusion) and Behaviors & Mindsets (Customer-Centricity, Interconnectedness, Continuous Improvement).
• Leads Transformation – Champion, support, & drive change, managing the impact on people and processes.
• Influences with Impact – Clearly communicate with confidence to drive action and build enthusiasm.
• Raises the Bar – Inspire growth by challenging limits and pursuing excellence.
• Charts the Course – Focus on the future and set a clear direction.
• Talent & Leadership Development Expertise – Bring depth in developing people, programs, and pipelines to grow talent at scale.
• Data Literacy & Analytical Thinking – Leverage metrics and insights to make informed, outcome-oriented decisions.
• Stakeholder Partnership & Collaboration – Build trust and alignment across teams, functions, and leadership levels.

• Bachelor’s degree in Human Resources, Organizational Development, Psychology, or related field.
• 5‑7 years of progressive Talent Management experience in talent development, succession processes, or assessment.
• Proven expertise in talent assessment tools, leadership development, and data analytics.
• Strong facilitation and stakeholder management skills.
• Travel up to 30%.
• 2 days in the office, 3 days…