Talent Management Lead

Description

About Us

Headquartered in the United States, TP-Link Systems Inc. is a global provider of reliable networking devices and smart home products, consistently ranked as the world’s top provider of Wi-Fi devices. The company is committed to delivering innovative products that enhance people’s lives through faster, more reliable connectivity. With a commitment to excellence, TP-Link serves customers in over 170 countries and continues to grow its global footprint.

We believe technology changes the world for the better! At TP-Link Systems Inc, we are committed to crafting dependable, high-performance products to connect users worldwide with the wonders of technology. 

Embracing professionalism, innovation, excellence, and simplicity, we aim to assist our clients in achieving remarkable global performance and enable consumers to enjoy a seamless, effortless lifestyle. 

Key Responsibilities

Performance Management

·       Own the annual performance management cycle, including goal setting, midyear check-ins, year-end evaluations, and calibration.

·       Develop timelines, guidance, tools, and communications that help leaders conduct meaningful and consistent performance conversations.

·       Partner with HR Business Partners to address process questions, improve evaluation quality, and support consistent application across departments.

·       Analyze performance results and participation data to identify trends and recommend improvements.

Talent Reviews and Succession Planning

·       Design and manage talent review and succession planning processes in partnership with HR leadership and HR Business Partners.

·       Develop tools and criteria to assess employee potential, leadership readiness, retention risk, and succession coverage.

·       Facilitate talent discussions and document decisions, development priorities, and follow-up actions.

·       Monitor progress against succession plans and recommend actions to strengthen the internal talent pipeline.

Career Development and Internal Mobility

·       Develop career development frameworks, individual development planning tools, and guidance for employee career conversations.

·       Partner with HR Business Partners, Compensation, and business leaders to connect career paths with job architecture and organizational needs.

·       Support internal mobility practices that help employees understand and pursue growth opportunities.

·       Establish processes to track development commitments and assess progress.

Leadership and High Potential Development Planning

·       Use performance and talent review findings to identify development needs for emerging leaders, high potential employees, and successors.

·       Define development objectives and expected outcomes in partnership with business leaders and HR Business Partners.

·       Partner with Learning & Development to translate identified needs into appropriate learning programs.

·       Coordinate other development opportunities, including mentoring, stretch assignments, and cross-functional experiences.

Program Governance Systems and Reporting

·       Establish consistent talent management processes, documentation, and measures of success.

·       Partner with HRIS to define requirements, test functionality, and improve talent processes within Workday.

·       Maintain the confidentiality and accuracy of talent information.

·       Provide reporting and recommendations on performance trends, succession readiness, internal mobility, and development progress.

·       Lead change management and stakeholder communications for talent management initiatives.

Qualifications

·       Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field, or equivalent relevant experience.

·       Typically 5–7 years of progressive HR experience, including direct ownership of talent management, performance management, or organizational development programs.

·       Demonstrated experience independently managing programs involving multiple stakeholders and competing priorities.

·       Strong understanding of performance calibration, talent assessment, succession planning, and career development practices.

·       Ability to facilitate sensitive talent discussions and influence leaders without formal authority.

·       Strong analytical, project management, communication, and presentation skills.

·       Sound judgment when handling confidential employee and organizational information.

·       Experience with Workday Talent and Performance or a comparable HCM platform preferred.

Experience supporting a gro

Benefits

Salary Range:

$125,000-$135,000

Benefits:

• Fully paid medical, dental, and vision insurance (partial coverage for dependents)

• Contributions to 401k funds

• Over four weeks of PTO per year

• Bi-annual pay increases

• Health and wellness benefits, including free gym membership

• Quarterly team-building events

At TP-Link Systems Inc., we are continually searching for ambitious individuals who are passionate about their work. We believe that diversity fuels innovation, collaboration, and drives our entrepreneurial spirit. As a global company, we highly value diverse perspectives and are committed to cultivating an environment where all voices are heard, respected, and valued. We are dedicated to providing equal employment opportunities to all employees and applicants, and we prohibit discrimination and harassment of any kind based on race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Beyond compliance, we strive to create a supportive and growth-oriented workplace for everyone. If you share our passion and connection to this mission, we welcome you to apply and join us in building a vibrant and inclusive team at TP-Link Systems Inc. 

Please, no third-party agency inquiries, and we are unable to offer visa sponsorships at this time.