The Talent Management Specialist is a senior individual contributor and program lead who serves as a strategic extension of the Talent Management leadership agenda. This role is accountable for the end-to-end design, execution, and evolution of enterprise talent and succession planning and performance management practices. Acting as a day-to-day operational and thought partner to the Talent Management Leader, this role translates strategic intent into detailed approaches, manages execution across stakeholders and systems, and provides leadership and direction to team members delivering the work. This role blends deep talent management expertise with foundational consulting skills to advance enterprise talent outcomes.
Responsibilities
Own the end-to-end approach, delivery, and continuous evolution of enterprise talent and succession planning and performance management practices, from strategy through execution and adoption
Serve as a trusted thought partner to Talent Management leadership, contributing informed points of view, analysis, and recommendations to shape strategy, priorities, and future state direction
Translate strategic direction into detailed, executable plans—defining frameworks, tools, sequencing, and operating guidance that enable consistent, high-quality execution
Provide day-to-day leadership, direction, and prioritization for team members and stakeholders supporting talent and performance programs, enabling focused execution and skill development
Act as a subject matter expert on talent management practices, offering clear perspectives, guidance, and decision support to HR partners, Talent Advisors, and business stakeholders
Prepare, communicate, and facilitate through compelling written materials and decks that clarify intent, surface trade-offs, and drive alignment and decisions
Lead complex, cross-functional stakeholder engagement, building trust, managing competing inputs, and sustaining momentum without formal authority
Navigate ambiguity and evolving requirements by applying sound judgment, critical thinking, and a bias for action—bringing structure and progress where answers are not predefined
Partner closely with HR Technology and Workday teams to ensure solutions are user-centered, operationally sound, and supported by effective change management
Establish success measures, monitor outcomes, and apply insights to continuously improve program effectiveness, simplicity, and impact
Lead change and adoption efforts, ensuring leaders and HR partners understand not just what to do, but why it matters and how to apply practices effectively
Requirements
Bachelor’s degree in Human Resources, Organizational Development, Business, I/O Psychology, or a related field; Master’s degree preferred
Minimum 10 years of progressive experience in talent management, organizational effectiveness, or human performance, with demonstrated ownership of enterprise scale programs or transformations
Millions of jobs, with real people getting hired every day
200,000+
New jobs added daily
7,000,000+
Verified job listings
1,000,000+
Tailored applications submitted
Strong consulting skillset, including the ability to develop and articulate a clear SME point of view, apply critical thinking, and influence decisions through structured analysis and business storytelling
Exceptional business writing and presentation skills, with experience communicating complex topics through executive-ready decks and facilitation
Demonstrated ability to operate effectively in ambiguity, translating loosely defined problems and competing inputs into clear recommendations and outcomes
Proven stakeholder management skills, including influencing senior leaders and cross-functional partners without formal authority
Results-oriented mindset with a track record of driving tangible outcomes, simplifying complexity, and delivering high-quality solutions
Strong people leadership skills, including setting direction, enabling execution, and coaching others to deliver at a high standard
Experience partnering with HR technology platforms (e.g., Workday) and integrating system design with talent practices
Comfort balancing strategic thinking with hands-on execution—equally adept at shaping the approach and getting into the details
Applicants must be authorized to work in the U.S. without the need for employment-based visa sponsorship now or in the future. Northern Trust will not sponsor applicants for U.S. work visa status for this opportunity (no sponsorship is available for H-1B, L-1, TN, O-1, E-3, H-1B1, F-1, J-1, OPT, CPT or any other employment-based visa)
Benefits
Comprehensive benefits package including retirement benefits (401k and pension), health and welfare benefits (medical, dental, vision, spending accounts and disability), paid time off, parental and caregiver leave, life & accident insurance, and other voluntary and well-being benefits
Discretionary bonus program that may include an equity component
About the Company
Northern Trust, a Fortune 500 company, is a globally recognized, award-winning financial institution that has been in continuous operation since 1889. With more than 130 years of financial experience and over 22,000 partners, it provides innovative financial services and guidance to the world’s most successful individuals, families, and institutions by remaining true to its enduring principles of service, expertise, and integrity. Northern Trust serves the world’s most sophisticated clients using leading technology and exceptional service.
As a global leader in innovative wealth management, asset servicing and investment solutions, Northern Trust is proud to guide the world’s most successful individuals, families and institutions by remaining true to our enduring principles of service, expertise and integrity.
