Job Overview

The Role:

As Transportation Solutions Segment Talent Partner you will play a crucial role in driving the talent agenda for the BUs within a business segment at TE. You will be responsible for building deep and diverse talent pipelines, ensuring organizational effectiveness, and partnering with HR and business leaders to identify talent and organizational priorities, design solutions, and build the leadership and workforce capabilities required to deliver business agenda now and in the future.

You will help bring our purpose to life by creating a safer, sustainable, productive and connected future for all employees in your assigned organization. Bring your expertise in talent management, change management, and organizational effectiveness to drive talent and performance, and enable TE’s transformation & growth.  

Key Responsibilities

•    Serve as a talent management and organizational development subject matter expert and strategic thought partner to HR and business leaders in the Transportation Solutions segment.
•    Assess organizational and talent challenges, providing data-driven insights, recommendations, and solutions that enable business performance and organizational  effectiveness.
•    Provide expertise, consult, and design of solutions among topics including but are not limited to; human capital, organization effectiveness, organizational development, organizational design, talent management, change management, leadership development, engagement, I&D, and employee experience.
•    Partner and build trusted relationships with HR leaders and business leaders to translate business priorities into integrated talent, leadership, organizational, and workforce strategies that drive measurable business outcomes.
•    Use business insights, talent data, and organizational diagnostics to identify opportunities, assess risks, uncover root causes, and develop targeted solutions to business and talent challenges.
•    Facilitate and lead strategic talent and organizational discussions, helping leaders align on priorities, make informed decisions, and drive accountability for outcomes.
•    Drive the execution and effectiveness of key talent management processes, including talent reviews, succession planning, and other cyclical talent discussions, ensuring robust talent insights, quality decision-making, and follow-through on development actions.
•    Guide HR and Leaders in the assessment and development of talent to ensure we have a strong succession pipeline
•    Bring insights to the Talent Management COE to ensure that the segment and BU needs are incorporated into solution designs
•    Provide expert support to enable deployment of GTM COE initiatives into your Segment/BUs
•    Create strategies to drive the development of high potential talent in Engineering, Operations, and General Management
•    Support and coach senior leaders, providing guidance on leadership best practices and development opportunities
•    Facilitate and design senior leadership interventions and other solutions at the BU/functional level as needed
•    Build capability across HR function by sharing expertise, coaching stakeholders, and embedding best practices in talent and organizational effectiveness. 

•    On an ad-hoc basis you may be asked to support projects for other segments as business priorities and workload dictate

What your background should look like:

Candidate Profile

•    Typically requires a Bachelor degree (or equivalent); advanced degree preferred.
•    Experience in consulting (internal or external) with demonstrated ability to influence, challenge, and guide senior leaders through complex talent and organizational decisions while exercising sound judgment and managerial courage
•    Typically requires years of professional working experience in talent management and/or organizational development including years of progressive experience as subject matter expert.
•    Experience of leading talent initiatives to drive business outcomes (succession planning, performance management, leadership development, coaching)
•    Expertise in organizational effectiveness.
•    Strong executive presence and track record of cultivating strong and trusting relationships with cross-functional partners and executive leaders.
•    Competency in advanced analytics.
•    Strong communication and project management skills.

Competencies