Principal, Talent Management

🔥 1 minute ago

🏄 California, Colorado, +9 more states – Remote

🏄 California – Remote ⛰️ Colorado – Remote 🦌 Connecticut – Remote 🐊 Florida – Remote 🏖️ New Jersey – Remote 🗽 New York – Remote 🦀 Maryland – Remote 🍂 Massachusetts – Remote 🤠 Texas – Remote ⚔️ Virginia – Remote 🧀 Wisconsin – Remote

💵 $130.8k - $196.2k / year

⏰ Full Time

🔴 Lead

👩‍👩‍👧‍👦 Human Resources (HR)

🦅 H1B Visa Sponsor

This company has sponsored H1B visas in the past.

👻 Ghost score 1%

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Northwestern Mutual

WebsiteLinkedInAll Job Openings

5001 - 10000 employees

Founded 1869

💸 Finance

🛡️ Insurance

Finance • Insurance

Northwestern Mutual is a leading financial services and life insurance company based in Milwaukee, Wisconsin. It offers its clients a broad range of financial planning services including life insurance, disability insurance, long-term care insurance, and personalized investment strategies through its network of financial advisors. Known for its strong corporate culture and commitment to employee development, Northwestern Mutual provides an environment that fosters growth, diversity, and meaningful work opportunities. The company emphasizes flexibility, career growth, and a supportive work culture, making it an attractive place for both new and experienced professionals. Furthermore, Northwestern Mutual prioritizes technology and innovation in financial services, aiming to revolutionize the industry from within.

📋 Description

• Lead the end-to-end design and continuous evolution of integrated workforce and talent ecosystems • Connect Strategic Workforce Planning, skills, talent review, succession, and career development to improve workforce and talent decisions • Translate workforce and talent insights into scalable processes, decision frameworks, governance, user experiences, and enabling requirements • Design and improve Strategic Workforce Planning processes, experiences, scenario-planning approaches, and workforce investment decision frameworks • Design and continuously improve talent review, calibration, succession, critical-role identification, readiness assessment, and succession-coverage processes • Translate succession insights into enterprise risk visibility • Integrate skills across workforce planning and talent experiences, career growth, internal mobility, and employee development • Design career exploration, career and development conversations, internal opportunities, personalized learning, development plans, opportunity marketplaces, gigs, and internal networking capabilities • Identify, track, and activate enterprise talent across business units • Apply user-centered design methods to business, employee, leader, and HR needs • Partner with HR Engineering, HR Technology, Business Finance, Strategic Workforce Planning, Talent, Technology, Talent Analytics, HR Business Partners, and business leadership • Define business requirements, priorities, data needs, reporting expectations, governance models, adoption approaches, and enabling resources • Establish governance, ownership, decision rights, operating rhythms, exception management, success measures, and continuous improvement • Facilitate cross-functional discovery and decision-making, advise senior stakeholders, and communicate complex workforce and talent concepts

🎯 Requirements

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Finance, Strategy, Design, or a related field required • 10+ years of experience in Strategic Workforce Planning, workforce strategy, talent management, succession, career development, skills strategy, organizational effectiveness, talent management experience design, HR or Talent consulting or related disciplines • Depth of experience in Strategic Workforce Planning, including scenario planning, talent demand and supply, workforce economics, skills-based planning, workforce strategy or labor investment decisions • Demonstrated experience integrating talent review, succession planning, career development and skills-based talent practices with workforce data and planning insights • Demonstrated experience designing and evolving enterprise talent, workforce, organizational effectiveness, or planning solutions that are practical, scalable, user-centered, and connected to business outcomes • Experience translating business and user needs into requirements, use cases, process designs, governance models, data and reporting needs, adoption plans, and technology-enabled solutions • Experience partnering across Talent, Finance, Technology, HR Business Partners, Talent Analytics, HR Technology, and business stakeholder groups • Experience working in technology-enabled planning or talent environments preferred • Familiarity with Strategic Workforce Planning platforms and HRIS technology helpful but not required • Hands-on system configuration experience is not required

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