Senior Talent Strategy Leader

About Us:

Barry-Wehmiller is a diversified global supplier of engineering consulting and manufacturing technology for the packaging, corrugating, sheeting and paper-converting industries. By blending people-centric leadership with disciplined operational strategies and purpose-driven growth, Barry-Wehmiller has become a $3 billion organization with nearly 12,000 team members united by a common belief: to use the power of business to build a better world.

Job Description:

The Senior Talent Strategy Leader serves as a senior practitioner responsible for executing, improving, and operationalizing Barry‑Wehmiller’s integrated Talent Strategy. Reporting to the Senior Director, People Development, this role translates enterprise frameworks into practical processes, tools, and experiences used by People Team and business leaders globally. This role works in deep partnership with Culture programs, BWU, Organizational Development, Culture Intelligence, Total Rewards, and People Technologies to ensure the talent and learning ecosystem is consistent, scalable, and aligned to business needs. This role benefits significantly from in-person collaboration with leaders at our head office in St. Louis, making this the desired location for interested candidates.

Principal Duties and Responsibilities (Essential Functions): 

• Co-design and deploy performance and talent cycle processes, toolkits, communications, and training.

• Conduct needs analysis and feedback loops with People partners and leaders to continuously improve Elevate and related processes.

• Maintain practical, leader-friendly playbooks, templates, and guides.

• Translate job catalogue and enterprise capabilities into actionable frameworks for use in selection, development, and performance.

• Facilitate identification of critical roles, capability gaps, and mitigation plans in partnership with functional and platform leaders.

• Connect cohort learning programs and leadership experiences to capability priorities.

• Work with recruiting, BWU, culture programs, OD, and cultural intelligence to build integrated development pathways for leaders and key talent groups.

• Ensure learning content, assessments, cohorts, coaching, and on‑the‑job development are aligned with Talent Strategy priorities.

• Partner with People Analytics to analyze talent data and identify trends.

• Conduct effectiveness reviews for talent programs and recommend refinements.

• Share insights and best practices across People Team to enable consistency and scaling.

• Serve as a consulting partner on talent processes, helping People partners and leaders apply frameworks to real business challenges.

• Design and deliver communications, learning, and facilitation to support adoption of Talent Strategy tools and processes.

• Lead or contribute to enterprise strategic projects under the Talent Strategy function.

Job Specifications:

• Demonstrates knowledge of core talent processes, including goal‑setting, performance discussions, talent reviews, development planning, and cohort learning.

• Designs and improves practical tools, templates, and guidance that support consistent execution of talent processes.

• Facilitates training, discussions, and working sessions with People Team partners and leaders to build understanding and capability.

• Communicates clearly in written and verbal formats to support adoption of talent and learning practices.

• Interprets basic talent metrics and insights to identify gaps and recommend enhancements.

• Manages multiple projects and stakeholders, maintaining accuracy, timelines, and quality.

• Applies discretion and confidentiality when handling sensitive talent information.

• Builds strong partnerships across the People Team, demonstrating curiosity, professionalism, and follow‑through.

Required Education and Experience:

• 5–8+ years in Talent Development, Performance Management, Learning, OD, or related fields.

• Demonstrated experience supporting or designing talent processes.

• Strong facilitation, consulting, and project management capabilities.

• Experience in People Development, Corporate HR, or enterprise learning programs.

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At Barry-Wehmiller we recognize that people come with a wealth of experience and talent beyond just the technical requirements of a job.  If your experience is close to what you see listed here, please still consider applying.  We know that our differences often can bring about innovation, excellence and meaningful work—therefore, people from all backgrounds are encouraged to apply to our positions.  Please let us know if you require reasonable accommodations during the interview process. ​

Barry-Wehmiller is an equal opportunity employer. M/F/D/V This organization uses E-Verify.

Applicants may be subject to pre-employment screening which may include drug screening, reference checks, employment verifications, background screening and/or skills assessments.

 

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