Talent Partner

About the Role:

Grade Level (for internal use):

12

About the Role:

S&P Global Inc. is seeking a strategic and analytical Talent Partner to join our Talent Strategy & Development team. Reporting to the Head of Talent Strategy & Development, the Talent Partner will play a critical role in managing and developing our talent pool to meet current and future business needs. This role involves conducting in-depth talent assessments, facilitating talent selection processes, and collaborating closely with People Partners (HR Business Partners) and business leaders to align talent strategies with organizational objectives. The ideal candidate will possess strong analytical skills, a strategic mindset, and the ability to build effective relationships across the organization.

This role can be EMEA virtual.

Key Responsibilities:

• Build Talent Strategy
  • Collaborate with People Partners, Business Leaders, Organizational Effectiveness Leads, Development Leads, and People Analytics / Workforce Planning Leads to build an enterprise talent strategy that accounts for divisional nuances in needs for talent assessment, identification, development, and retention.
  • Propose a central way to capture talent information and partner with People Analytics to develop reporting mechanisms.

• Talent Assessment and Identification:
  • Build frameworks for talent assessments to identify high-potential employees and key talent within the organization.
  • Utilize talent evaluation analytics to assess skills, competencies, and potential gaps.
  • Maintain and update talent data, profiles, and other pertinent information to ensure relevancy and accuracy.
• Talent Development and Retention Strategies:
  • Develop and implement strategies for talent development and retention that align with business goals.
  • Collaborate with People Partners and business leaders to create individualized development plans for high-potential employees.
  • Partner with Development Leads to ensure alignment of talent strategy to development programs.
  • Monitor progress of development initiatives and adjust strategies as needed.
• Performance Assessment Oversight:
  • Leverage the existing performance management frameworks (i.e., “Thrive”) to build performance assessment processes and tools.
  • Oversee performance assessment processes and tools to ensure they are effective and aligned with organizational objectives.
  • Provide guidance and support to managers and employees on performance management practices.
  • Analyze performance data to identify trends and areas for improvement.
• Collaboration across the People Team and with Business Leaders:
  • Collaborate with People Partners to align talent management initiatives with business needs.
  • Serve as a strategic advisor to business leaders on talent-related matters.
  • Facilitate discussions and decision-making processes related to talent selection and deployment.
• Talent Pipeline Management:
  • Build and monitor the talent pipeline to ensure a steady flow of qualified candidates for key roles.
  • Collaborate with People Partners, Development Leads and Total Rewards to implement strategies to attract, engage, and retain top talent within the organization.
• Data Analysis and Reporting:
  • Partner with data analytics to create key performance indicators for talent management to inform talent strategies and decisions.
  • Prepare and present reports on talent metrics, insights, and recommendations to senior leadership.
  • Identify opportunities for process improvements based on data analysis.
• Performance Management Systems:
  • Manage and enhance performance management systems to support organizational effectiveness.
  • Ensure that performance management processes are fair, consistent, and transparent.
  • Train managers and employees on the use of performance management tools and best practices.

What We're Looking For:

Required Qualifications and Experience:

• Education:
  • Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
  • Master’s degree or relevant certifications (e.g., SHRM, HRCI) are a plus.
• Experience:
  • 7+ years of experience in talent management, organizational development, or human resources.
  • Proven experience in conducting talent assessments and developing talent strategies.
  • Experience facilitating workshops performance management practices and tools.
  • Experience working in a complex, global organization is preferred.
  • Familiarity with performance management systems and tools.
• Skills:
  • Talent Evaluation Analytics: Strong analytical skills with the ability to interpret complex data and translate it into actionable strategies.
  • Strategic Planning: Ability to develop long-term talent strategies aligned with business objectives.
  • Collaboration: Proven ability to work collaboratively with HR professionals and business leaders.
  • Facilitator/Training Skills: Ability to build and facilitate training materials and workshops to educate on performance management processes and tools.
  • Performance Management Systems: Proficiency in managing and optimizing performance management tools.
  • Executive Presence: Ability to communicate with polish and influence senior leaders and executives, and challenge respectfully.
  • Communication Skills: Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
  • Confidentiality: High level of integrity and discretion in handling sensitive information.

Key Competencies:

• Strategic Mindset: Thinks ahead to future possibilities and translates them into breakthrough strategies.
• Relationship Building: Builds partnerships and works collaboratively with others to meet shared objectives.
• Analytical Thinking: Analyzes data and situations to make informed decisions and solve complex problems.
• Influence and Persuasion: Uses compelling arguments to gain the support and commitment of others.
• Adaptability: Adjusts approach in dynamic environments and remains resilient amid ambiguity and change.
• Cultural Sensitivity: Demonstrates awareness and respect for diverse backgrounds and perspectives.

What’s In It For You?

Our Purpose:

Progress is not a self-starter. It requires a catalyst to be set in motion. Information, imagination, people, technology–the right combination can unlock possibility and change the world.
Our world is in transition and getting more complex by the day. We push past expected observations and seek out new levels of understanding so that we can help companies, governments and individuals make an impact on tomorrow. At S&P Global we transform data into Essential Intelligence®, pinpointing risks and opening possibilities. We Accelerate Progress.

Our People:

We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all.
From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. We’re constantly seeking new solutions that have progress in mind. Join us and help create the critical insights that truly make a difference.

Our Values:
 

Integrity, Discovery, Partnership

At S&P Global, we focus on Powering Global Markets. Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits:

We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include: 

• Health & Wellness: Health care coverage designed for the mind and body.

• Flexible Downtime: Generous time off helps keep you energized for your time on.

• Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.

• Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.

• Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.

• Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.

For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries

Inclusive Hiring and Opportunity at S&P Global:

At S&P Global, we are committed to fostering an inclusive workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and equal opportunity, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.

10 - Officials or Managers (EEO-2 Job Categories-United States of America), HUMRES103.2 - Middle Management Tier II (EEO Job Group)