Talent Development Partner

Job Summary

The Talent Development Partner is a senior-level strategic expert responsible for advancing Independence Blue Cross’s performance management philosophy, systems, and processes. The role provides enterprise[1]wide guidance on performance design, talent review integration, competency alignment, process improvements, system enhancements, and change leadership—shaping a performance framework that drives accountability, clarity, fairness, and business results.

The Talent Development Partner ensures that performance management is not an annual event, but a strategic, integrated system that:

·Drives clarity, accountability, differentiation, and fairness

·Connects performance outputs directly to talent reviews, succession decisions, and compensation alignment

·Embeds organizational and leadership competencies into everyday expectations

·Strengthens leader capability and enterprise confidence in the process

·Enables consistent, high-quality experiences for 100% of associates

·Ensures alignment with organizational strategy, leadership expectations, and cultural priorities.

Responsibilities

·Lead the design, evolution, and continuous improvement of the enterprise performance management framework, including rating models, goal alignment requirements, and annual cycle updates.

·Translate enterprise strategy, cultural priorities, and leadership expectations into clear, scalable performance processes and tools.

·Monitor trends, research, and external practices to ensure performance management reflects modern talent best practices.

·Own the annual PM calendar and oversee enterprise-wide delivery of goal-setting, mid-year reviews, year-end appraisals, and calibration activities.

·Serve as a strategic advisor to senior leaders on performance philosophy, differentiation, calibration discipline, pay-for-performance alignment, and organizational readiness.

·Consult with business units to strengthen goal quality, accountability expectations, and leader enablement.

·Integrate performance management with talent review processes to create a unified approach in assessing performance, potential, and readiness.

·Align performance ratings, competencies, and behavioral indicators with talent review outcomes such as succession planning and 9-box assessments.

·Lead the lifecycle management and integration of organizational, leadership, and role-based competencies across all stages of the PM process.

·Partner with HRIS to define, test, and deploy performance system enhancements that improve workflow logic, user experience, automation, and data quality. February 2026

·Design and execute enterprise communication plans for each PM phase to ensure clarity, consistency, and organizational adoption.

·Develop leader toolkits, job aids, FAQs, talking points, and instructional materials to reinforce performance standards and expectations.

·Lead change-management efforts to prepare leaders and associates for PM process updates, competency integration, and calibration rigor.

·Oversee enterprise calibration efforts, including creation of data models, distribution insights, leader preparation materials, and facilitation frameworks.

·Analyze performance trends, rating patterns, and fairness metrics to generate insights and strategic recommendations.

Qualifications:

Education

·Bachelor’s degree required; Master’s preferred in HR, I/O Psychology, Organizational Development, Business, or related field.

Experience

·8–12+ years in Performance Management/Talent Management, with demonstrated enterprise design and implementation experience.

·Prior experience in complex, matrixed environments supporting senior executives and cross-functional teams

Knowledge, Skills, Abilities

·Deep expertise in designing and implementing performance management systems, talent review processes, and competency frameworks.

·Ability to align performance practices with organizational strategy, leadership expectations, and industry best practices.

·Strong diagnostic skills for identifying root causes and recommending strategic, systemic solutions.

·Demonstrated consultative presence with the ability to influence senior leaders and facilitate executive-level discussions.

·Strong interpersonal and leadership presence to build credibility and communicate across all organizational levels.

·Advanced strategic thinking, negotiation, and decision-making capabilities.

·Robust analytical skills to interpret performance and talent data and generate actionable insights.

·Ability to assess system usage, track progress, analyze trends, and translate findings into meaningful recommendations.

·Solid understanding of talent metrics and people analytics to inform business-driven decisions.

·Expertise in leading change initiatives and driving adoption of new performance processes and cultural expectations.

·Ability to design and deliver training and learning materials across multiple modalities.

·Outstanding written, verbal, and presentation skills for clearly communicating complex information.

·Strong program and project management discipline to manage multiple priorities in a fast-paced environment.

·Experience in process mapping, workflow design, and enterprise-level process improvements.

·Ability to implement tailored change-management and communication strategies across varied stakeholder groups.

IBX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to their age, race, color, religion, sex, national origin, sexual orientation, protected veteran status, or disability.

Must have an Android or iOS device which is compatible with the free Microsoft Authenticator app.