Executive Talent Solutions Lead

Executive Talent Solutions Lead

  

This role has been designed as ‘’Onsite’ with an expectation that you will primarily work from an HPE office.

Job Description:

   

RESPONSIBILITIES: 

VP Assessment and Development: Own and continuously improve VP assessment related processes, practices, tools, and stakeholder experiences. Coordinate assessment activity, clarify expectations, manage handoffs, synthesize inputs/outputs, support development planning, and help ensure assessment insights translate into practical actions for leaders, HR partners, and the business.

Executive Coaching: Manage and strengthen executive coaching practices across the VP+ population. Support coaching intake, matching, vendor coordination, stakeholder communications, progress tracking, and issue resolution. Identify opportunities to improve consistency, quality, access, and connection to leader development priorities.

Executive Talent Solutions: Serve as an executive talent solutions expert across the Executive Advantage portfolio. Lead or support priority initiatives spanning assessment, coaching, leadership development, succession readiness, mentoring, talent review follow up, executive education, and emerging executive talent priorities. Translate strategic direction into practical solutions, stakeholder plans, communications, operating routines, and measurable outcomes.

Technology and AI Fluency: Evaluates and applies digital and AI enabled capabilities to improve efficiency, quality, stakeholder experience, decision support, and scalability. Identifies practical opportunities to automate routine work, generate insights, modernize processes, and increase the impact of talent programs while exercising appropriate judgment, governance, and responsible use practices.

Executive Education and Development: Support the curation, design, delivery, and continuous improvement of executive education or leadership development solutions as business priorities evolve. Partner with internal stakeholders and external providers to define audience needs, learning objectives, delivery approach, stakeholder roles, and measures of effectiveness.

Stakeholder Consultation and Enablement: Serve as a trusted resource to HR and business stakeholders on executive assessment, coaching, and related talent development solutions. Provide practical guidance, clarify decision points, surface risks and dependencies, and connect stakeholders with appropriate resources, processes, and subject matter experts.

Program Strategy and Governance: Establish strong program foundations, including objectives, scope, success measures, governance routines, documentation, and decision-making processes. Ensure programs are scalable, clear, appropriately controlled, and aligned with broader Executive Advantage, HR and HPE business priorities.

Metrics, Insights and Reporting: Track and report practical measures of program health, participation, stakeholder experience, completion, quality, adoption, and outcomes. Analyze assessment, coaching, feedback, and program data to identify trends, risks, gaps, and improvement opportunities. Use insights to recommend changes that improve effectiveness and enterprise value.

Vendor and Resource Management: Manage assigned vendors, suppliers, tools, and resources supporting executive assessment, coaching, education, or related programs. Coordinate deliverables, track quality and service issues, monitor costs, support vendor evaluation, and ensure external solutions align with HPE needs and stakeholder expectations

Program Improvement and Standardization: Identify opportunities to simplify, strengthen, and scale executive talent practices. Improve tools, templates, communications, intake methods, reporting, stakeholder guidance, and operating routines using feedback, data, lessons learned, AI enabled capabilities, and external benchmarking.

Portfolio Leadership and Agile Support: Contribute expertise and leadership across the Executive Advantage portfolio as priorities evolve. Take on complex or emerging workstreams where additional thought partnership, structure, stakeholder coordination, or senior level program leadership is needed.

QUALIFICATIONS:

Education and Experience: Bachelor’s degree or equivalent experience in HR, business, organizational development, industrial organizational psychology, talent management, leadership development, program management, or a related field. Advanced degree preferred. Typically, 6+ years of relevant experience in talent management, HR, leadership development, assessment, coaching, organizational development, executive development, or a similar discipline.

Executive Talent Experience: Experience supporting executive or senior leader populations through assessment, coaching, development planning, succession planning, leadership development, talent reviews, mentoring, or related talent practices.

Program Leadership: Experience leading complex programs or initiatives with multiple stakeholders, dependencies, timelines, vendors, communications, risks, and deliverables in a matrixed global environment.

Assessment and Coaching Exposure: Experience with leadership assessment, executive coaching, feedback instruments, development planning, or vendor managed talent solutions is preferred.

Senior Stakeholder Support: Experience preparing materials, recommendations, updates, or communications for senior HR, business, or executive audiences.

Data and Insights: Experience using talent, assessment, coaching, program, or stakeholder data to identify trends, evaluate effectiveness, surface risks, and recommend improvements.

Budget and Vendor Management: Experience managing vendor deliverables, program resources, budgets, costs, or service quality is preferred.

COMPETENCIES:

Executive Talent Solutions Expertise: Applies advanced knowledge of executive assessment, coaching, development, succession readiness, leadership development, and related talent practices to solve complex business and talent challenges. Acts as a trusted advisor to HR and business stakeholders and helps shape practical solutions that strengthen leadership capability and executive talent outcomes.

Strategic Program Leadership: Defines objectives, success measures, governance, stakeholder roles, and delivery plans that connect program activity to business and talent outcomes.

Judgment and Problem Solving: Works effectively through ambiguity, evaluates multiple factors, identifies risks early, develops practical options, and knows when to act, consult, or escalate.

Stakeholder Influence: Builds credibility with HR and business stakeholders, clarifies expectations, influences without authority, and drives alignment across groups with different needs and priorities.

Executive Communication: Prepares clear, concise materials and communications for senior audiences. Synthesizes issues, insights, recommendations, decisions, and actions with appropriate judgment and discretion.

Data Driven Insights: Uses quantitative and qualitative data to assess program health, identify patterns, evaluate impact, and recommend improvements.

Learning Agility and Adaptability: Moves effectively across established programs, evolving priorities, and new strategic initiatives; learns new talent disciplines, business contexts, and stakeholder needs quickly.

Vendor and Resource Stewardship: Manages vendors, tools, costs, deliverables, and service expectations with discipline, accountability, and focus on leveraged value.

Continuous Improvement: Uses feedback, data, lessons learned, and external practices to simplify processes, improve consistency, strengthen stakeholder experience, and increase program impact.

Collaboration and Portfolio Mindset: Contributes constructively across the broader Talent Management team, shares expertise, supports common priorities, and helps connect related executive talent workstreams.

WHY THIS ROLE MATTERS:

Executive talent decisions have a direct impact on leadership readiness, succession strength, and HPE’s ability to execute its strategy. This role helps ensure VP+ leaders have access to high-quality assessment, coaching, development, and support that is connected to business needs and talent priorities.

By strengthening the way HPE assesses, develops, coaches, and supports executive leaders, this role helps turn executive talent insights into clearer actions, better stakeholder experiences, and stronger enterprise leadership capability. The role also provides agile, senior level program leadership across the Executive Advantage portfolio as new priorities emerge.

Health & Wellbeing

We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.

Personal & Professional Development

We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.

Unconditional Inclusion

We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.

Job:

Human Resources

Job Level:

Expert

    

"The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
– United States of America: Annual Salary USD 92,600 - 213,500 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered."

Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html

Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.

   

HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.

   

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All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.