Talent Development Partner

Job Summary

The Talent Development Partner is a senior-level strategic expert responsible for advancing Independence Blue Cross’s performance management philosophy, systems, and processes. The role provides enterprise[1]wide guidance on performance design, talent review integration, competency alignment, process improvements, system enhancements, and change leadership—shaping a performance framework that drives accountability, clarity, fairness, and business results.

The Talent Development Partner ensures that performance management is not an annual event, but a strategic, integrated system that:

·         Drives clarity, accountability, differentiation, and fairness

·         Connects performance outputs directly to talent reviews, succession decisions, and compensation alignment

·         Embeds organizational and leadership competencies into everyday expectations

·         Strengthens leader capability and enterprise confidence in the process

·         Enables consistent, high-quality experiences for 100% of associates

·         Ensures alignment with organizational strategy, leadership expectations, and cultural priorities.

Responsibilities

·         Lead the design, evolution, and continuous improvement of the enterprise performance management framework, including rating models, goal alignment requirements, and annual cycle updates.

·         Translate enterprise strategy, cultural priorities, and leadership expectations into clear, scalable performance processes and tools.

·         Monitor trends, research, and external practices to ensure performance management reflects modern talent best practices.

·         Own the annual PM calendar and oversee enterprise-wide delivery of goal-setting, mid-year reviews, year-end appraisals, and calibration activities.

·         Serve as a strategic advisor to senior leaders on performance philosophy, differentiation, calibration discipline, pay-for-performance alignment, and organizational readiness.

·         Consult with business units to strengthen goal quality, accountability expectations, and leader enablement.

·         Integrate performance management with talent review processes to create a unified approach in assessing performance, potential, and readiness.

·         Align performance ratings, competencies, and behavioral indicators with talent review outcomes such as succession planning and 9-box assessments.

·         Lead the lifecycle management and integration of organizational, leadership, and role-based competencies across all stages of the PM process.

·         Partner with HRIS to define, test, and deploy performance system enhancements that improve workflow logic, user experience, automation, and data quality. February 2026

·         Design and execute enterprise communication plans for each PM phase to ensure clarity, consistency, and organizational adoption.

·         Develop leader toolkits, job aids, FAQs, talking points, and instructional materials to reinforce performance standards and expectations.

·         Lead change-management efforts to prepare leaders and associates for PM process updates, competency integration, and calibration rigor.

·         Oversee enterprise calibration efforts, including creation of data models, distribution insights, leader preparation materials, and facilitation frameworks.

·         Analyze performance trends, rating patterns, and fairness metrics to generate insights and strategic recommendations.

Qualifications:

Education

·         Bachelor’s degree required; Master’s preferred in HR, I/O Psychology, Organizational Development, Business, or related field.

Experience

·         8–12+ years in Performance Management/Talent Management, with demonstrated enterprise design and implementation experience.

·         Prior experience in complex, matrixed environments supporting senior executives and cross-functional teams

Knowledge, Skills, Abilities

·         Deep expertise in designing and implementing performance management systems, talent review processes, and competency frameworks.

·         Ability to align performance practices with organizational strategy, leadership expectations, and industry best practices.

·         Strong diagnostic skills for identifying root causes and recommending strategic, systemic solutions.

·         Demonstrated consultative presence with the ability to influence senior leaders and facilitate executive-level discussions.

·         Strong interpersonal and leadership presence to build credibility and communicate across all organizational levels.

·         Advanced strategic thinking, negotiation, and decision-making capabilities.

·         Robust analytical skills to interpret performance and talent data and generate actionable insights.

·         Ability to assess system usage, track progress, analyze trends, and translate findings into meaningful recommendations.

·         Solid understanding of talent metrics and people analytics to inform business-driven decisions.

·         Expertise in leading change initiatives and driving adoption of new performance processes and cultural expectations.

·         Ability to design and deliver training and learning materials across multiple modalities.

·         Outstanding written, verbal, and presentation skills for clearly communicating complex information.

·         Strong program and project management discipline to manage multiple priorities in a fast-paced environment.

·         Experience in process mapping, workflow design, and enterprise-level process improvements.

·         Ability to implement tailored change-management and communication strategies across varied stakeholder groups.