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Remote, Oregon, United States
Remote only
TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer
TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.
Additional information can be found at www.ttm.com
Location:
North America. Preferences:
Travel may be required to support talent initiatives across North America TTM sites.
POSITION SUMMARY
The Talent Management Partner Lead is a senior practitioner and people leader within TTM Technologies' Global Talent Management COE, anchored within the third arm of the TM COE dedicated to succession readiness, critical talent pool health, and organizational effectiveness.
This role works in close, day-to-day partnership with HR Business Partners (HRBPs) supporting critical and key talent — moving beyond advisory to direct execution. The Talent Management Partner Lead drives talent review cycles, succession planning, specific development programs, and targeted readiness and retention strategies from design through delivery, ensuring interventions are implemented, tracked, and producing measurable outcomes. Working alongside HRBPs, this role owns the identification, assessment, and development of critical talent within assigned client groups — translating talent data into clear, actionable insights and ensuring those insights result in real movement: successors' readiness, stronger talent pipelines, and enhanced retention of critical talent.
As a people leader, the Talent Management Partner Lead will build, develop, and manage a growing team of Talent Management Partners — setting the standard for quality talent work, coaching team members to operate with both strategic depth and executional rigor, and scaling the team's impact across the organization.
This individual operates with a high degree of autonomy while contributing to the broader goals of the Global Talent Management COE and the HR function.
KEY RESPONSIBILITIES
A. Strategic Talent Management
· Drive succession readiness across assigned North America client groups by building and maintaining robust successor pipelines for critical roles, ensuring depth of talent bench strength.
· Lead the identification, assessment, and development of critical talent pools — including high-potential (HiPo) employees — through structured talent reviews and calibration sessions facilitated in close partnership with HRBPs.
· Consult and partner with HRBPs on talent strategy and critical role planning within their assigned business units and sectors, serving as the dedicated talent management resource alongside the HRBP team.
· Build, monitor, and evolve succession readiness plans that align with business priorities for assigned client groups
· Assess organizational effectiveness to surface structural and capability gaps and recommend evidence-based interventions to the supporting HRBPs.
· Execute retention strategies including stay interviews, flight-risk identification, and targeted interventions for critical talent segments in partnership with HRBPs.
· Connect critical and high-potential talent to stretch assignments, mobility opportunities, and cross-functional experiences that accelerate readiness and development.
· Design and support targeted development programs in collaboration with Learning & Development and HRBPs to close identified capability gaps.
· Produce and maintain bench strength, pipeline readiness, and talent health reports; translate data into actionable insights for HR leadership and HRBP partners.
· Partner with HRBPs to ensure talent review action plan follow-through and drive accountability for critical talent outcomes within their client groups.
B. People Leadership & Team Development (M4 Managerial Responsibilities)
· Lead, coach, and develop direct reports, setting clear performance expectations and fostering a culture of excellence and continuous improvement.
· Translate the Talent strategy and vision into team priorities, operational plans, and measurable goals with clear ownership and accountability.
· Conduct regular one-on-ones, performance reviews, and development conversations to grow team members' functional expertise and career progression.
· Hire, onboard, and integrate new team members as the function scales; establish team norms, workflows, and an effective operating cadence.
· Model inclusive leadership behaviors and champion talent practices within the team.
· Identify and remove barriers to team effectiveness; escalate critical risks and resource needs as appropriate.
· Serve as a senior thought partner to the head of global talent management, contributing to the overall strategic direction of TM COE.
C. Strategic Partnership & COE Collaboration
· Build trusted, advisory relationships with HRBP partners to integrate talent strategy into their client group planning and people decisions.
· Communicate talent health, succession risk, and pipeline readiness to HRBP partners and senior HR stakeholders through structured reporting and clear, data-driven narratives.
· Collaborate with Learning & Development, Total Rewards, and other COE partners to source and connect high-impact interventions and development solutions that close succession gaps and enhance retention of critical talent.
· Champion consistent use of talent management tools, frameworks, and processes, aligning to Global TM COE standards.
REQUIRED QUALIFICATIONS
· Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
· 8+ years of progressive HR experience, with at least 5 years in talent management, organizational development, or a closely related specialty.
· Demonstrated experience designing and facilitating talent reviews, succession planning processes, and HiPo identification and development programs.
· Proven track record of consulting with and influencing senior HR partners (HRBPs) on talent strategy, critical role planning, and workforce capability.
· Experience managing or leading HR teams, including setting goals, developing talent, and driving accountability.
· Strong analytical skills with experience translating talent data and bench strength metrics into strategic recommendations.
· Excellent verbal and written communication skills; able to present complex talent insights clearly to HR leadership and HRBP audiences.
PREFERRED QUALIFICATIONS
· Master’s Degree in Human Resources, Organizational Psychology, or MBA with an HR concentration.
· Professional certification such as SHRM-SCP, SPHR, or a recognized talent management or coaching credential (e.g., SHL, Korn Ferry, DDI).
· Experience operating in a global, matrixed organization — ideally in manufacturing, technology, or defense/aerospace industries.
· Familiarity with psychometric and assessment tools used in talent identification and succession calibration.
· Experience building or scaling a talent management function or team.
· Proficiency with HRIS and talent management platforms (e.g., Workday, SAP SuccessFactors) and data visualization tools.
COMPETENCIES / SKILLS
Competency/Proficiency Level & Description
Talent Strategy & Succession Planning
Expert – Designs and drives end-to-end succession and talent pool strategies; builds pipeline depth for critical roles.
Consulting & Partnership
Expert – Serves as a dedicated talent management advisor to HRBPs; influences talent decisions without direct authority over client groups.
Organizational Effectiveness
Advanced – Assesses org structure and capability gaps within HRBP-supported areas; surfaces and recommends interventions.
People Leadership & Coaching
Advanced – Develops, coaches, and holds direct reports accountable; models inclusive leadership.
HiPo Identification & Development
Advanced – Designs and supports targeted programs and experiences for high-potential talent in partnership with stakeholders
Retention Strategy & Risk Management
Advanced – Conducts stay interviews, identifies critical talent flight risk, and executes targeted retention interventions.
Data Analysis & Reporting
Advanced – Translates bench strength and pipeline metrics into clear, actionable insights for HR and HRBP partners.
Clear Communication
Expert – Communicates complex talent topics clearly and concisely.
Performance Excellence
Advanced – Sets high standards for self and team; monitors outcomes and drives continuous improvement.
Integrity & Confidentiality
Expert – Handles sensitive talent and organizational data with the highest level of discretion and trust.
WORK ENVIRONMENT / PHYSICAL REQUIREMENTS
· Standard office or remote work environment; prolonged periods of sitting and working at a computer.
· Travel up to 20–25% within North America to support talent reviews, HRBP partner engagements, and team collaboration.
· Ability to work across time zones as needed to collaborate with distributed HR teams. #LI-EC1 #CORP
Work
TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.
Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that may be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.
Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.
