Job Details

About the Role

Gap Inc. Human Resources is seeking exceptional talent for the dedicated Talent Partner role, supporting Banana Republic HR teams. The Talent Partner will serve as the strategic leader in Talent Development and Talent Management (TM) priorities for Banana Republic and Gap Inc. Reporting to the Head of HR for Banana Republic, the Talent Partner will work closely with the relevant HR Business Leader (HRBL) and Banana Republic HR Leadership Team to develop and deploy talent strategies to align with business and transformation goals. This role will also partner closely with the Talent Management (TM) Centers of Excellence (CoE) through a Community of Practice for capability building to ensure TM solutions are implemented consistently throughout Brands and Corporate Functions, as outlined by company and HR strategy.

Talent partners enable talent development programs for Gap Inc. brands and corp. functions as they support efforts related to talent planning and talent development. Talent partners align with brand and corp. function HRBLs to identify the needs to deliver Annual Operating Plan (AOP) and Business as Usual (BAU) programs. They will share insights, co-design, and use Gap Inc. talent tools to build brand and corp. function strategies to assess, develop, promote, and retain talent needed to drive business outcomes.

Talent partners are critical for high-performing execution across the HR Operating Model. They partner with HRBLs to identify talent needs for brands and corp. functions; partner with HRBPs for consistent activations of talent programs; partner with employee experience (EExp) to ensure talent development programs are executed efficiently for stores and headquarter (HQ) employees.

What You'll Do

• Partner with HRBLs to define brand and corp. function talent strategies – identifying critical talent development.
• Act as point of contact between HRBLs/HRBPs and Centers of Excellence (CoE) to provide insights and co-design talent development programs with CoE leads, interfacing with Talent Lifecycle Programs team for supporting resources and guidance on enterprise-wide, talent-related frameworks.
• Plan and facilitate brand and corp. function talent reviews (using Gap Inc. talent tools) aligned with the Gap Inc. talent calendar – outputs used for Senior Leadership Team (SLT) Talent Reviews – talent review outputs include annual succession and development planning, Hi Potential (HiPo) development, and top talent retention.
• Partner across TM CoE lead to understand the implementation schedule of talent lifecycle programs, employee training and leadership development programs, and HiPo development programs and communicate and prepare HRBLs and HRBPs for launches (in partnership with EExp).
• Facilitate T3 (as necessary) for HRBLs and HRBPs for implementation of talent lifecycle, team building, and/or change management programs.
• Partner with HRBLs to track progress against development (capabilities, performance, potential, leadership, and career development) plans, escalate risks, and adjust repeatedly to reduce talent gaps.
• Work with HRBLs and business leaders to ensure organization health and effectiveness (i.e., organization design, development, change adoption and sustainment, avoiding unplanned SG&A increases, etc., aligning to the guiding principles defined as part of the transformation efforts.
• Assess org structure and identify scenarios to improve ways of working effectiveness and talent development through org design changes.
• Design onboarding plans in partnership with HRBPs for new and recently promoted senior leaders.

Who You Are

• Embodiment of Gap Inc's Purpose, Mission, Vision, and Values to drive a high-performing organization through the role of the Talent Partner.
• Proactive and adaptable professional partnering with client groups and the TM COE – sharing industry trends and best practices, incorporating new ideas and strategies, and representing the Voice of Customer to ensure TM tools and resources are useful for all Gap Inc. employees (i.e., HQ, Stores, CEC/CCC).
• Data-driven thinker who monitors talent metrics and KPIs to track the effectiveness of talent management initiatives and identify areas of improvement.
• Proven ability to translate innovative solutions for change management efforts into digestible tools and frameworks to enable leaders to successfully lead through organizational change.
• Ability to advise and partner across a broad group of senior leaders, partners, and stakeholders; skilled influencer who understands how to achieve buy-in without direct authority from leaders and teams across a matrixed organization.
• Champion consistency across all Brands / Corporate Functions in the talent development space to ensure an equitable employee experience.