Talent Management Partner

Job Type:

Regular

Plains is an industry-leading transportation and midstream provider specializing in transportation, storage, processing and marketing solutions for crude oil. We own an extensive network of pipeline transportation, terminalling, storage and gathering assets in key oil producing basins and transportation corridors and at major market hubs in the United States and Canada. The company is headquartered in Houston, Texas.

We’re on the lookout for passionate self‑starters who thrive in fast‑moving, collaborative, and innovative environments.

Job Purpose/Summary:  The Advisor, Talent Management Partner supports Plains’ talent development and organizational effectiveness strategies by managing leadership and professional development programs and supporting organizational design initiatives. The role assesses business and workforce needs; designs, develops, delivers, and evaluates sustainable talent solutions; and partners with business leaders, HRBPs, subject matter experts, and Talent Management colleagues to align organizational capabilities, structures, and development priorities with business strategy.

Job Responsibilities

Program Management 

• Manages assigned North American programs, including employee and management essential professional training programs.
• Oversees program logistics, including scheduling sessions, securing locations, confirming facilitators, and coordinating participant communications.
• Develops program materials, pre-work, course evaluations, delivery plans, and reinforcement strategies.
• In collaboration with the team, manages the Development calendar.
• Works with the team to determine the appropriate frequency and delivery format for corporate, field, and virtual offerings.
  • Partners with the Talent Management Coordinator to maintain the Leadership and Professional Development calendar and ensure offerings are current in the learning management system (LMS).
  • Partners with the Director, Talent Management, Talent Management colleagues, and HRBPs to support a holistic performance management philosophy.
• Provides coaching and guidance to leaders and employees within the scope of assigned talent programs and initiatives.

Needs Analysis

• Analyzes external practices and trends and recommends practical options aligned with business needs and culture.
• Conducts needs assessments, reviews relevant data, and identifies performance or capability gaps to recommend solutions aligned with learner and business needs.
• Partners with key stakeholders and the Talent Management team to define business needs, desired outcomes, and success measures.
• Assesses current and desired states, identifies gaps, and recommends strategies to strengthen skills, capabilities, and performance.
• Confirms that business needs, desired outcomes, and stakeholder expectations are clearly defined before beginning design and development.

Organizational Design

• Partners with business leaders, HRBPs, and Talent Management leadership to assess organizational structures and recommend practical design options aligned with business strategy, operating requirements, and culture.
• Facilitates defined components of current-state and future-state organizational design discussions, including role clarity, accountability, decision rights, governance, and critical interfaces across teams.
• Analyzes organizational and workforce information to identify capability gaps, role duplication, unclear ownership, structural inefficiencies, and opportunities to improve organizational effectiveness.
• Supports the development of organizational design principles, structural options, role and accountability frameworks, and implementation recommendations for leadership consideration.
• Strong consulting mindset with the ability to act as a trusted advisor to leaders.
• Supports role design and job architecture activities by helping define role purpose, key accountabilities, required capabilities, and alignment across related positions.
• Partners with Workforce Planning, HRBPs, and business stakeholders to connect organizational design recommendations with workforce plans, succession priorities, talent development, and position management.
• Assesses organizational change impacts and supports implementation planning, stakeholder alignment, communications, and leader enablement for approved organizational changes.
• Assists with establishing measures and feedback mechanisms to evaluate whether implemented organizational design changes achieve intended business and workforce outcomes.

Design & Development

• Designs and develops learner-centered leadership and professional development programs and curricula aligned with the HR and Talent Management strategy.
• Creates facilitator and participant guides, presentations, job aids, processes, systems, and tools for face-to-face and virtual delivery.
• Selects learner-centered methods and blended learning approaches appropriate for the audience, including eLearning, virtual instructor-led learning, on-demand content, case scenarios, team exercises, group discussion, and video.
• ·Uses evaluation findings and after-action reviews to improve program content, design, and delivery.
• Selects and implements learning modalities that align with learner and business needs.

Delivery

• Facilitates team and leadership workshops based on defined business needs, including I speak, DiSC and The Five Behaviors of a Cohesive Team.
• Monitors participant needs and learning preferences and adjusts delivery methods or materials to support course objectives.

Process & Systems

• Maintains accurate program processes, documentation, and system information in partnership with the Talent Management Coordinator.
• Identifies and recommends continuous improvement opportunities that strengthen quality, efficiency, and user experience.
• Recommends and implements processes that improve efficiency and consistency across the Talent Management team.

Knowledge, Skills, and Experience Required:

• Bachelor’s degree in Human Resources, Organizational Development, Organizational Leadership, Business, or a related field. An equivalent combination of education and relevant experience may be considered.
• 5-7 years of progressive experience in talent management, organizational development, learning and development, organizational effectiveness, or a related field, including experience designing and implementing leadership development programs and supporting organizational design initiatives.
• Experience facilitating leadership workshops and talent discussions, including follow-up and reinforcement activities.
• Demonstrated business acumen and executive presence.
• Experience defining measures and evaluating the effectiveness of talent management programs and organizational effectiveness initiatives.
• Knowledge of tools, technologies, and trends within Talent Management and organizational effectiveness.
• Demonstrated project management skills, including the ability to organize, prioritize, schedule, and manage multiple workstreams and deliverables.
• Excellent written and verbal communication skills, with the ability to translate technical concepts into clear business language.
• Strong analytical skills and attention to detail, with a focus on accurate, high-quality deliverables.
• Experience supporting organizational design or organizational effectiveness initiatives, including organizational assessment, role clarity, accountability mapping, operating model discussions, and change implementation.

Preferred

·         Experience working within the midstream oil and gas industry in a similar capacity. 

At Plains, our employees are our most valuable asset. Hard work is rewarded with competitive compensation and a top-tier benefits program designed to keep our employees safe, healthy and happy. We work hard to deliver the best results to our stakeholders, and we also respect our employees' need for personal and family time, which is reflected in our benefits program.

We are proud to be an Equal Opportunity Employer. We are committed to providing employment opportunities to all qualified individuals, without regard to age, race, color, national or ethnic origin, religion, sex, sexual orientation, gender identity or expression, veteran status, genetic information, disability, or any other characteristic protected by federal, state, or local law. Applicants with disabilities can request accessible formats, communication supports, or other accessibility assistance by contacting [email protected].

Salary details estimated by job boards such as Indeed, Glassdoor, and LinkedIn do not represent Plains’ compensation structure. We thank all candidates for their interest; however, only those selected for an interview will be contacted. 

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