Sr Talent Management Partner

Position Overview

This candidate will act as a strategic partner and subject matter expert, embedding talent strategies across Kiewit’s operations. You won’t manage training programs or training offerings, but you’ll be the trusted advisor to HR Business Partners (HRBPs) and leaders who are shaping the next generation of builders and business leaders.

At Kiewit, the scale of our operations is huge. Our construction and engineering projects span across the United States, Canada and Mexico, improving and connecting communities with every initiative.  We depend on our high-performing operations support professionals — they’re the glue that holds multiple areas of the business together and the catalysts that make things happen. We hire only the most driven people and we offer them diverse career opportunities, strong leadership and mentorship, rewarding, collaborative work, and responsibility they won’t find just anywhere. We’re always pushing new limits. You can too. 

District Overview

Our Training and Development team is part of our HR Operations team and is an integral partner and service provider at Kiewit. We are a unified, shared service team, with various HR Centers of Excellence. Our vision is to be a best-in-class international HR organization.

Location

This position will require the candidate to report in office regularly to 1550 Mike Fahey St, Omaha, NE 68102. This is a shared service center in a professional office setting. This position does not offer the opportunity for a remote work schedule. Travel for this role will be required up to 25% of the time

Responsibilities

Workforce Planning & Succession Planning

• Collaborate with HRBPs and business leaders to understand project demands and translate them into workforce needs.
• Support long-term talent planning with data on internal mobility, retirement risk, and role criticality.
• Develop and manage enterprise-wide succession planning processes to ensure a robust leadership pipeline.
• Assist the business with talent review cycles to evaluate pipeline for critical roles and high-potential talent and advise on creation of personalized development strategies.
• Track and analyze talent mobility and readiness data to support strategic workforce decisions.

Performance & Feedback Process

• Lead and continuously improve performance management and feedback practices and tools that move the needle- focused on processes are simple, scalable, and encourage meaningful, ongoing dialogue.
• Guide HRBPs and field leaders on effective goal setting, expectations, continuous feedback, and performance calibration.
• Analyze performance data and feedback patterns to identify talent risks or coaching opportunities.
• Project manage and conduct internal and external research to understand leading practices in skills-based organizations, including competency and skill modeling.

Organizational Development

• Serve as a strategic partner to HR Business Partners, collaborating to assess talent and development challenges and opportunities.
• Conduct organizational diagnostics (e.g., surveys, interviews, focus groups) and interpret data to inform strategic development plans.
• Equip HRBPs and operational leaders with tools and frameworks to build local development initiatives—mentoring, coaching, stretch roles.
• Coordinate leadership assessments and work with managers to interpret key findings
• Facilitate sessions to HR and operations on career conversations, development planning, and performance feedback.
• Monitor and evaluate program effectiveness through qualitative and quantitative metrics, and provide insights for continuous improvement.

Strategic Partnering & Talent Consulting

• Collaborate and serve as a trusted advisor to HRBPs to deliver resources that empower frontline leaders to own their teams’ development

• Stay up to date on the latest industry best practices to provide specialist advice and support to HR Business partners and end-users with regards to supported talent programs.

Qualifications

Education & Experience

• Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or related field
• 7+ years of progressive experience in talent management, OD, or related HR roles.
• Proven experience with succession planning frameworks and organizational development practices.

Skills & Competencies

• In-depth knowledge of OD, performance systems, and succession frameworks
• Excellent interpersonal, consultation, and relationship-building skills.
• Strong project management and analytical thinking capabilities.
• Strong facilitation skills.
• Ability to influence and collaborate across a matrixed organization.
• Proficient in Microsoft Office Suite and HR technologies (e.g., Workday, SuccessFactors).
• Prior experience with software programs such as LMS, LXP or PowerBI preferred

Preferred Qualifications

• Certifications in organizational development tools (e.g., StrengthsFinder, etc.)
• Experience leading talent processes in a large, complex, or project-driven environment. #LI-AK1