About the RoleTalent partners enable talent development programs for Gap Inc. brands and corporate functions as they support efforts related to talent planning and talent development. Talent partners align with brand and corporate function HRBLs to identify the needs to deliver Annual Operating Plan (AOP) and Business as Usual (BAU) programs. They will share insights, inform design, and use Gap Inc. talent tools to build brand and corp. function strategies to assess, develop, promote, and retain talent needed to drive business outcomes.
Operating as the Talent Management liaison across the Corporate Function client groups, the Talent Partner will support efforts related to learning and development, succession and talent planning, organizational design, performance management, onboarding, and internal mobility, in partnership with the HRBPs in the respective Corporate Functions.What You'll Do
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Partner between HRBLs/HRBPs and Centers of Excellence (CoE) to provide insights and inform talent development programs with CoE leads - interface with Talent Lifecycle Programs team for supporting resources and guidance on enterprise-wide, talent-related frameworks. Adapts and activates frameworks within client group taking into consideration relevant budget and business function AOP.
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Plan corporate function talent reviews aligned with the Gap Inc. talent calendar. Talent review outputs include annual succession and development planning, Hi Potential (HiPo) development, and top talent retention and will be used for Senior Leadership Team (SLT) Talent Reviews
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Partners across Talent Management CoE to understand the implementation schedule of talent lifecycle programs, employee training and leadership development programs, and HiPo development programs and communicate and prepare HRBLs and HRBPs for launches, in partnership with Employee Experience CoE.
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Facilitate Train-the-Trainer (as necessary) for HRBLs and HRBPs for implementation of talent lifecycle, team building, and/or change management programs.
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Partner with HRBPs to track progress against development (capabilities, performance, potential, leadership, and career development) plans, escalate risks, and adjust repeatedly to reduce talent gaps.
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Work with HRBPs and business leaders to ensure organization health and effectiveness (i.e., organization design, development, change adoption and sustainment) aligning to the guiding principles defined as part of the transformation efforts.
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Leverage talent data and insights to partner with HRBPs and Business Partners to implement decisions that increase Sense of Belonging for all Gap Inc. employees.
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Support the development of Talent Strategy initiatives, which may include internal and external data gathering, analysis and framing of recommendations for senior level audiences.
Who You Are
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Proven track record of strategic leadership and execution in talent strategy, workforce planning, and operations within a large, matrixed organization.
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Strong business acumen with the ability to connect talent strategies to enterprise goals. Skilled in managing complex projects, multiple priorities, and transformational change.
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Experience in developing and implementing talent processes and technology solutions.
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Experience in organizing and directing multiple teams and stakeholders.
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Excellent problem-solving and analytical skills, with the ability to leverage data for decision-making.
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Exceptional communication skills to engage with cross-functional teams.
Top Skills
What We Do
In 1969, Don and Doris Fisher opened the first Gap store on Ocean Avenue in San Francisco. They wanted to make it easier to find a great pair of jeans, and they did. Their denim and records store was a hit, and it grew to become one of the world’s most iconic brands.
Today we’re represented in more than 1400 stores in over 40 countries, and online. We have headquarters in New York, London, Shanghai, Tokyo, and, of course, San Francisco.
Our unique aesthetic is optimistic cool, elevated American style. Our clothes are crafted with care, with focused attention to thoughtful design. We believe in staying true to our heritage while creating what’s next.
Don and Doris Fisher always wanted to “do more than sell clothes.” They wanted to support the people who ran their company, to be active in their communities, and to have a positive impact on the world. Their vision helped transform retail, and we’re still following their lead.
We stand for freedom and possibility for all; we champion diverse ideas that transcend generations, geographies and genders.
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