Senior Talent Management Professional

About the Role

• Advise leaders on performance, talent management, employee experience, and organizational effectiveness. • Design and roll out enterprise‑wide talent management best practices and solutions. • Deploy performance and development tools to generate actionable insights. • Lead the company‑wide engagement survey, partner with HR Business Partners and Communications to create and execute action plans. • Promote a diverse workplace by leveraging strengths and varied perspectives. • Build and manage employee listening programs to enhance the employee experience. • Collaborate with HRIS and key stakeholders to implement process and technology improvements. • Establish metrics to assess program impact, using data from talent planning, listening programs, and people analytics. • Analyze large data sets to recommend actions that improve overall performance. • Provide 5‑8 years of expertise in employee/leadership development, talent management, succession planning, and process design. • Build influence and cross‑functional alignment for enterprise‑wide initiatives. • Manage multiple priorities, self‑direct, and meet deadlines in a fast‑changing environment. • Conduct systems and process requirement gathering, change management, and communication planning. • Apply project‑management skills to implement enterprise‑wide solutions.

Key Responsibilities

• ▸talent management
• ▸performance tools
• ▸engagement survey
• ▸employee listening
• ▸hris integration
• ▸data analysis

What You Bring

As a change‑and service‑oriented HR expert, the senior professional will act as an objective partner and advisor to HR, employees, and leaders, leveraging advanced HR knowledge, strategic thinking, and strong client relationship skills. The role requires creativity, organization, and the ability to influence cross‑functional teams while delivering enterprise‑wide solutions. Candidates must hold a bachelor’s degree and possess 8‑12 years of progressive HR experience, including 3‑5 years of employee survey design and 5‑8 years in talent management, leadership development, and succession planning. Required skills include advanced data analysis, problem‑solving, collaboration, and the ability to manage multiple priorities in a rapidly changing environment. Preferred qualifications include HR certifications, Korn Ferry competency training, and experience with Workday or SuccessFactors. • Possess 8‑12 years of progressive HR experience with a track record of commitment to past employers. • Deliver 3‑5 years of experience designing and administering employee surveys using technology. • Demonstrate strong problem‑solving, data analysis, and presentation skills. • Proficient in Microsoft Excel and PowerPoint. • Preferred: HR degree, PHR/SPHR/SHRM‑CP certification, Korn Ferry competency certification, Workday or SuccessFactors expertise.

Requirements

• ▸hr experience
• ▸employee surveys
• ▸data analysis
• ▸excel
• ▸hr certification
• ▸workday

Benefits

CoStar offers a collaborative and innovative culture with generous compensation, performance‑based incentives, internal training, tuition reimbursement, comprehensive health benefits, 401(k) matching, employee stock purchase plan, generous paid time off, fitness resources, mental‑health counseling, commuter benefits, and employee resource groups focused on diversity, equity, and inclusion. The company is an equal‑opportunity employer, does not sponsor visas, and requires applicants to be authorized to work in the United States.

Work Environment

Office Full-Time