Principal Talent Management Partner, Gametime

• Expertise in performance management, competency models, and Radford leveling
• Advanced spreadsheet and analytics capabilities; experience with HRIS, performance, engagement, and LMS systems
• Strong facilitation and communication skills, including executive presence
• Skilled in guiding calibrations and cross-functional alignment
• Strategic thinking with ability to influence executive stakeholders
• Ability to drive adoption of programs across a fully remote, high-performance culture
• Proactive in identifying opportunities to simplify and scale talent programs
• Uses data to inform program evolution and decision-making
• Education: Bachelor’s degree required
• Experience: 10+ years in Talent Management, Organizational Development, or related field
• Experience owning company-wide performance cycles in a high-growth environment
• Familiarity with job architecture, leveling, and promotion readiness models
• Strong analytical, program management, and facilitation skills

Desirable

• As our Senior IC, Talent & Performance Architecture, you won't just run programs—you'll build the very infrastructure that defines our high-performance culture at Gametime
• You hold the company-wide design authority for our most critical people initiatives, translating our talent philosophy into simple, scalable, and impactful solutions for our remote workforce
• Own and lead all aspects of performance management, including policy, timelines, tools, enablement, calibration, and post-cycle action planning
• Drive fairness and quality through consistent application of rating guidance and promotion criteria
• Run quarterly and biannual talent reviews, identifying bench strength and risks for critical roles
• Maintain succession slates and development plans in collaboration with leadership
• Maintain role profiles, levels, and competencies aligned to Gametime’s culture
• Ensure job architecture supports hiring, development, and compensation practices; partner with Total Rewards on Radford alignment
• Build and deliver playbooks, workshops, and toolkits to raise managerial capability in feedback, coaching, and performance conversations
• Track adoption and effectiveness through feedback and success metrics
• Standardize frameworks for individual development plans, mentorship, and stretch assignments
• Partner with business leaders to support internal pipelines for critical roles
• Partner with Talent Acquisition to align interview practices with competencies
• Support bar-raising hiring and onboarding experiences
• Use engagement survey data to inform talent programs and manager development
• Identify retention risks and recommend interventions
• Collaborate with FP&A and Talent Acquisition on headcount planning, succession, and internal movement strategy
• Build and maintain dashboards that track performance cycle health, promotion velocity, internal mobility, and adverse impact
• Act as product owner for talent platforms. Oversee configuration, integrations, and usability of tools supporting performance, engagement, and development
• Create executive-level narratives, manager enablement kits, FAQs, and company-wide communications to support program launches and change efforts
• Comfortable leveraging AI tooling to streamline cycles (feedback quality checks, calibration signal surfacing, skills inference for successors)
• Evaluates, adopts, and operationalizes AI within talent systems; sets guardrails for bias, fairness, and privacy
• Partners with People Analytics to run AI-assisted insights (e.g., promotion velocity variance, mobility predictors) and convert to action