Talent Management Architect

Description -

Role Summary

HP is redefining the future of work through technology. The Talent and Learning team provide development and skill-building solutions that unlock the potential of our employees, foster innovation, and enable HP to fulfill its mission to drive growth and more fulfilling work experiences for people everywhere.

The Talent Management Architect is responsible for the end-to-end design, rollout, and ongoing evolution of the company’s enterprise talent management and succession planning ecosystem. This role shapes how talent is identified and assessed, and provides input into how people are developed, and prepared for future roles. This ensures a strong, future-ready leadership and critical skills pipeline aligned to business strategy.

Operating as a senior individual contributor, the Talent Architect combines deep expertise in talent strategy, organizational effectiveness, and workforce planning with strong program and change leadership. The role translates enterprise talent priorities into scalable, data-informed solutions that are adopted by leaders, managers, and HR partners and that drive long-term organizational capability and performance.

This role works in close partnership with leaders across the business and with key HR stakeholders to design and deliver integrated talent processes that strengthen succession depth, accelerate development, and mitigate talent risk.

The person reports to the Senior Director, Talent, Performance & Career. They also partner closely with HR and business stakeholders to lead implementation planning, manage complex interdependencies, and deliver high-quality outcomes on time and at scale.

Key Responsibilities

Enterprise Talent & Succession Architecture

• Own the enterprise talent management and succession planning strategy and architecture, including identification of critical/pivotal roles, talent assessment, succession depth, readiness, and development planning.
• Design cohesive frameworks that connect talent identification, capability building, mobility, and leadership development.
• Ensure talent and succession processes align with business strategy, operating model, and long-term workforce needs.

Rollout, Delivery & Program Management

• Lead the end-to-end delivery and rollout of enterprise talent and succession planning processes.
• Develop and manage implementation plans, timelines, milestones, risks, and interdependencies across HR and business stakeholders.
• Coordinate potential pilots, phased rollouts, and annual talent cycles to ensure enterprise readiness and adoption.
• Serve as the single point of accountability for execution quality, scalability, and sustainability.

Stakeholder Enablement & Change Leadership

• Design and deliver leader, manager, and HR enablement to ensure consistent, high-quality talent and succession discussions.
• Partner with Executive Development and Manager & Employee Development, to align development strategies with identified talent and succession needs.
• Work with Talent Partners and HR Business Partners to support business leaders in applying talent frameworks effectively and credibly.

Measurement & Talent Effectiveness

• Define and track success measures for talent management and succession planning, including bench strength, readiness, mobility, and risk coverage.
• Partner with People Insights and Total Rewards to analyze data, generate insights, and inform continuous improvement.
• Use talent data to highlight trends, gaps, and opportunities that inform enterprise workforce and capability decisions.

Cross-Functional Partnership

• Collaborate closely with:
  • Total Rewards to align talent outcomes with rewards, incentives, and retention strategies
  • HR Systems to ensure talent and succession processes are supported by scalable technology
  • People Insights to measure outcomes and inform decisions
  • Learning & Development to align development investments with talent priorities
  • Talent Partners and HR Business Partners to drive business alignment and adoption
• Influence without authority, balancing enterprise consistency with business relevance.

Key Experiences & Qualifications

Required

• 8–10 years of experience in talent management, succession planning, organizational effectiveness, or related HR domains.
• Proven experience designing and delivering enterprise-scale talent and succession processes.
• Demonstrated ability to manage complex, cross-functional programs from strategy through execution.
• Strong ability to translate business strategy into talent implications and actions.
• Excellent communication, facilitation, and stakeholder management skills.

Preferred Backgrounds & Expertise

• Experience in one or more of the following:
  • HR Business Partnering
  • Talent or Workforce Strategy
  • Learning or Leadership Development
  • Total Rewards
• Educational background or applied expertise in Industrial / Organizational Psychology, Human Resources, Organizational Development, or a related field.
• Experience using talent data, assessments, and insights to inform decision-making.
• Familiarity with modern talent practices (skills-based talent models, internal mobility, succession analytics, inclusive talent reviews, etc.).

Key Skills & Capabilities

• Enterprise talent system design
• End-to-end program and change delivery
• Succession and risk-based planning
• Data-informed talent decision making
• Stakeholder influence and alignment
• Clear executive-level communication
• Equity- and inclusion-aware talent practices

The pay range for this role in the U.S. is$121,950to$180,000USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.Benefits:HP offers a comprehensive benefits package for this position, including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies, including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

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Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’sEEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"