Talent Alliance Partner

We are seeking a strategic leader to unlock and scale the value of our partner ecosystem across Talent and the broader business. This means translating partner-provided benefits—such as training, certification vouchers, and funding—into measurable workforce capability, partner tier progression, and revenue impact.

Sitting at the intersection of Alliances and Talent, this role will align partner investments to enterprise skill priorities and alliance growth objectives. The individual will work closely with Practices and Regions, where most capability talent resides, to ensure benefits are tied to real skill demand and market needs.

This leader will design and implement a scalable operating model that ensures partner benefits are proactively delivered, equitably distributed, and aligned to priority growth areas, leveraging automation and AI to simplify access and drive adoption.

The role will coordinate closely with Alliance Operations to avoid duplication of certification management processes, clarify ownership, and ensure a cohesive end-to-end approach from benefit availability to business impact.

Key Responsibilities

1. Enterprise Partner Value Strategy

• Develop a comprehensive strategy to maximize utilization and impact of partner-provided benefits (training, certifications, discounts, funding programs, etc.).
• Align partner benefits to enterprise skill priorities, career architecture, workforce plans, and alliance growth objectives.
• Identify opportunities to shift from reactive distribution of benefits to proactive capability-building programs.
• Partner with Alliance leaders to ensure talent strategy supports partner tier requirements and growth targets.

2. Operating Model & Delivery Framework

• Design and implement a scalable operating model to deliver partner benefits to the business in a simple, transparent, and proactive way.
• Establish governance, prioritization, and allocation frameworks to optimize limited certification vouchers and funding.
• Create clear intake, approval, and distribution workflows that reduce friction and manual effort.
• Embed partner benefit delivery into existing talent and learning processes.
• Ensure sustainability of the model through defined ownership, accountability, and continuous improvement mechanisms.

3. AI-Enabled Enablement & Automation

• Design intelligent, automated workflows that match employees to relevant partner training and certification opportunities based on skill profiles, role, project alignment, or career path.
• Leverage AI-driven insights to forecast certification needs aligned to sales pipeline and alliance strategy.
• Build self-service visibility tools that allow business leaders to easily understand available partner benefits.
• Reduce manual coordination through digital tracking and automated reporting.

4. Change Management & Adoption

• Develop and execute a structured change management strategy to support adoption of the new partner value operating model.
• Define stakeholder impact assessments and targeted engagement plans across Talent, Alliances, and Business Units.
• Create clear messaging and enablement materials to build awareness, understanding, and accountability.
• Drive behavior change by embedding partner value utilization into performance expectations and workforce planning discussions.
• Monitor adoption metrics and address resistance or barriers to ensure sustained behavioral and process change.

5. Value Measurement & Executive Reporting

• Define and track metrics such as certification attainment, cost avoidance, partner tier progression, skill acceleration, and revenue influence.
• Quantify ROI from partner investments and talent enablement programs.
• Provide executive-level dashboards and insights connecting workforce capability to alliance growth outcomes.
• Use data insights to inform continuous refinement of strategy and change efforts.

6. Cross-Functional Leadership

• Serve as the connective leader between Alliances, Talent, Career Architecture, Learning & Development, Finance, and Business Units.
• Build strong relationships with Partner Managers to ensure visibility into upcoming benefits and incentives.
• Influence senior stakeholders to adopt structured, data-driven approaches to partner enablement.
• Drive a culture of accountability around benefit utilization and skill development.

Qualifications

• 5+ years of experience in Talent Strategy, Workforce Transformation, Alliances, Enterprise Program Leadership, or Change Management.
• Experience working within or closely alongside a partner ecosystem (e.g., hyperscalers, enterprise technology partners).
• Demonstrated success designing scalable operating models across complex organizations.
• Proven experience leading organizational change initiatives and driving stakeholder adoption.
• Experience leveraging AI, automation, or digital tools to improve workforce enablement.
• Strong business acumen with the ability to connect talent initiatives to revenue and alliance outcomes.
• Executive presence and ability to influence across functions.
• Success Profile

The ideal candidate will:

• Think systemically across Talent and Alliances rather than operating in silos.
• Translate partner incentives into workforce capability strategy.
• Build automated, scalable solutions—not manual campaigns.
• Lead sustainable behavioral and process change across a matrixed organization.
• Drive measurable business outcomes from talent investments.
• Simplify complexity and make value easy to access.

Workplace type:

Hybrid Working

Equal Opportunity Employer
NTT DATA is proud to be an Equal Opportunity Employer with a global culture that embraces diversity. We are committed to providing an environment free of unfair discrimination and harassment. We do not discriminate based on age, race, colour, gender, sexual orientation, religion, nationality, disability, pregnancy, marital status, veteran status, or any other protected category. Accelerate your career with us. Apply today