Talent Processes Lead

Global Lead-Talent Processes

RGA is a purpose-driven organization working to solve today's challenges through innovation and collaboration. A Fortune 500 company and listed among its World's Most Admired Companies, we're the only global reinsurance company to focus primarily on life- and health-related solutions. Join our multinational team of intelligent, motivated, and collaborative people, and help us make financial protection accessible to all.

The Global Lead-Talent Processes is responsible for designing, implementing, and optimizing talent processes globally. This position drives enterprise-wide initiatives in Performance Management, Talent Reviews, Succession Planning, Career Framework and Pathing, Talent Mobility, and Talent Metrics & Analytics, ensuring the business attracts, develops, and retains exceptional talent to fulfill its mission and growth ambitions.

What you will do :

• Performance Management : Lead the development and continual improvement of the organization's global performance management philosophy and processes. Oversee the implementation of regular feedback cycles, goal setting, and year end process and systems that drive clarity, accountability, and development. Design and deploy collaterals that clarify the process, improve the quality of execution, increase the understanding of leaders and employees of the process. Design and deploy tools for leader capability building to provide timely feedback, have performance conversations, manage performance issues and development / career conversations. Partner with HRBPs, Business Leaders, and regional teams to ensure robust calibration and consistent evaluation standards. Analyze data and metrics to identify trends and opportunities for enhancing efficiency and effectiveness of the performance management process.
• Talent Reviews : Design, deploy and facilitate global talent review processes to identify high-potential employees and critical roles across the organization. Partner with HRBPs, Business Leaders, and regional teams to ensure robust understanding of process, definitions and consistency in the way we review talent. Partner with HRLT for Executive Team succession planning and talent reviews. Utilize talent review outcomes to drive succession planning, mobility of talent and targeted development initiatives.
• Succession Planning : Lead the enterprise-wide succession planning strategy, ensuring a strong pipeline for key leadership and critical roles. Re-engineer Talent processes- Talent Review & Succession planning & establish cadence & governance, succession & critical talent pools. Develop and deploy succession tools, templates, and analysis to support business continuity and minimize talent risk. Monitor succession plans and partner with stakeholders to activate development actions for successors and high-potential talent.
• Career Framework and Pathing : Build and maintain a globally consistent career framework that defines job families, career levels, and progression criteria. Ensure clear, transparent career paths and development options for employees in all functions and geographies. Build differentiated career paths for technical talent. Collaborate with Learning & Development, HR, and business leaders to integrate career frameworks with training, mentoring, and capability-building programs.
• Talent Mobility : Champion policies and systems that facilitate movement of talent across borders, functions, and career stages. Coordinate with talent acquisition, business, and HR teams to identify opportunities for growth and redeployment in alignment with strategic priorities. Enable flow of talent through talent reviews, for critical, cross functional and succession feeder pool roles. Drive global talent mobility programs, including internal transfers, rotations, and expatriate assignments, in partnership with mobility team.
• Talent Metrics & Analytics : Develop and implement a comprehensive talent analytics strategy to measure the effectiveness of all talent processes and initiatives. Drive automation of key talent processes in HRIS, and streamline workflows to enable operational efficiency. Leverage data to create dashboards and reports that provide actionable insights for leadership and HR business partners. Monitor key talent metrics, including internal mobility, succession pipeline strength, performance distribution, and talent matrices globally. Identify trends, risks, and opportunities in talent data, and recommend solutions to drive continuous improvement. Ensure data quality, compliance, and consistency across all talent management systems and platforms.

Qualifications :

What you can expect from RGA :

Compensation Range : $123,500.00 - $184,050.00 Annual Base pay varies depending on job-related knowledge, skills, experience and market location. In addition, RGA provides an annual bonus plan that includes all roles and some positions are eligible for participation in our long-term equity incentive plan. RGA also maintains a full range of health, retirement, and other employee benefits.

RGA is an equal opportunity employer. Qualified applicants will be considered without regard to race, color, age, gender identity or expression, sex, disability, veteran status, religion, national origin, or any other characteristic protected by applicable equal employment opportunity laws.