Senior Talent Development Partner

Job title: Senior Talent Development Partner

Location: Remote

12 months contract on W2

Email Id : leandera@kyyba.com

Job Description

Top 3 Skills you are looking for:

1. Leadership Development and Organization Learning

2. Talent Management process

3. Organization Design

The ideal candidate should have a bachelor’s degree—HR preferred, though equivalent experience will be considered—and at least 10 years of relevant experience. This individual will support HR leaders with talent development and provide consultative insights on the top three skills identified. The role is fully remote and requires availability Monday through Friday from 7:00 a.m. to 4:00 p.m. It is a 3- to 6-month assignment, and once the hiring manager selects candidates, they will be invited to participate in a 45-minute Zoom interview.

Preferred Experience:

• Experience in corporate HR disciplines such as Talent Development or Talent Management.

• Previous HRBP experience to understand business rhythms.

• Previous experience in HR Consultancy companies

• Global or matrixed organization exposure.

• Availability and comfort working with stakeholders in the EST time zone.

A world-class Talent Development Partner must be:

• A strategic consultant,

• A talent development expert,

• A business-savvy advisor,

• A stakeholder orchestrator,

• A high-impact communicator, and

• A future-oriented talent intelligence partner who anticipates and guides business decisions.

To be successful in this role you will need the following:

• Expert Facilitation Skills – Ability to lead engaging discussions and training sessions that encourage collaboration, resolve conflicts, and drive informed decision-making.

• Strong Change Management Expertise – Proficiency in applying structured processes and tools to guide individuals and teams through organizational change, ensuring adoption and sustained results.

• Strategic HR Consulting Mindset – Skill in diagnosing business needs, balancing stakeholder priorities, and delivering holistic talent solutions that align with organizational goals.

• Data Analytics Proficiency – Competence in interpreting qualitative and quantitative data, applying statistical and visualization techniques, and presenting insights that enable data-driven decisions.

Job Summary:

Facilitates the development of enterprise and/or local talent strategies which enable the business to

achieve its key objectives while leveraging external and internal talent insights and best practices to

inform our approach. Curates and/or facilitates Talent Development activities and learning

interventions within a business unit, function, geographic region, or across Cummins globally.

Partners with Human Resources Business Partners to integrate, advance talent development

strategies, processes, and initiatives to enable the achievement of positive business and people

outcomes. Partners across the business to ensure the effective analysis, design, curation, and

delivery of talent development tools, processes, and programs.

Key Responsibilities:

Subject Matter Expert: Leverages expertise to advise HR and the business, offering insights, trends

and recommendations.

Advises human resources business partners on one or more talent development processes such as

leadership development, coaching & mentoring, performance management, succession

management, psychometric assessments, team effectiveness, and learning and development.

Appreciates and accounts for the unique needs of the audience, adjusting advice to meet the needs

of the business.

Builder: Researches, designs and develops leading practice HR programs and solutions that enhance

our culture

Researches, designs, and develops leading practice human resources programs and solutions that

enhance talent development strategies and culture.

Collaborator: Partners internally and externally to build and accelerate capabilities in areas most

aligned with our strategy, as part of ONE HR team

Partners with corporate, business and functional leaders to analyze unique business needs while

ensuring global talent processes and frameworks meet the current and future needs of the business.

Collaborates across HRBPs, CoEs, and HR Operations to deliver systemic talent solutions

Standard Setter: Sets standards and infrastructure tor the enterprise (policies, processes, systems,

tools) and evaluates effectiveness.

Participates on cross-organizational project teams to design or improve effective talent development

processes and solutions.

Partners with human resources business partners to provide metrics to the business which analyze

the impact of talent development initiatives, processes, programs, and tools on the organization.

Shapes the talent development culture, strategy, and infrastructure to meet evolving business

needs, measuring effectiveness and addressing barriers to success.

Curator: Curates HR solutions driving and supporting implementations and improvements

Coaches human resources business partners on talent development processes, programs, tools and

resources to meet both common enterprise and unique local business needs.

Champions and drives continuous improvement in talent development, while supporting change

management efforts to ensure processes, tools and information are available to stakeholders.

Manages facilitation and production support related to talent development processes, programs, or

initiatives enhancing the overall employee experience.

Innovator: Generates ideas and turns them into new, creative solutions that provide unique value for

our customers.

Develops extensive external network and keeps up to date with new trends in talent development,

turning these into tangible solutions that meet the evolving needs of the business.

Leads human resources external benchmarking and best practice reviews.

Qualifications and Competencies:

Competencies:

Facilitation - Guides group discussions or training by creating an active environment where

questions are posed, perspectives are shared, and debates occur with the goal of gaining

understanding, analyzing issues, resolving conflict, exploring solutions, or making decisions.

Change Management - Applies the Cummins structured process and tool set for engaging individuals

and organizations through change to achieve and sustain business results and outcomes.

Human Resources Consulting - Collaborates with partners to observe the environment and apply

sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize

opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily

employees, with those of the organization.

Data Analytics - Discovers, interprets and communicates qualitative and quantitative data;

determines conclusions relying on knowledge of business or functional frameworks; simultaneously

applies statistics, data validity, data visualization, and problem solving approaches to effectively

extract meaningful patterns and business insights; presents conclusions and outcomes that enable

data driven business decisions.

Business insight - Applying knowledge of business and the marketplace to advance the

organization’s goals.

Communicates effectively - Developing and delivering multi-mode communications that convey a

clear understanding of the unique needs of different audiences.

Values differences - Recognizing the value that different perspectives and cultures bring to an

organization.

Global perspective - Taking a broad view when approaching issues, using a global lens.

Cultivates innovation - Creating new and better ways for the organization to be successful.

Organizational savvy - Maneuvering comfortably through complex policy, process, and peoplerelated organizational dynamics.

Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive

insight into personal strengths and weaknesses.

Optimizes work processes - Knowing the most effective and efficient processes to get things done,

with a focus on continuous improvement.

Balances stakeholders - Anticipating and balancing the needs of multiple stakeholders.

Education, Licenses, Certifications:

College, university, or equivalent degree in Human Resources, Business, or related field or

equivalent experience required.

Experience:

Significant level of relevant work experience required

ISM Certification is nice to have