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Why SoftwareOne?
SoftwareOne is a global provider of software and cloud solutions. With a presence in over 70 countries and more than 12,000 professionals, we help organizations optimize software investments, modernize applications, and unlock the value of cloud, data, and AI.
Our people are at the core of everything we do. We enable collaboration across borders, continuous learning, and opportunities to grow in a fast-evolving technology landscape. Whether your focus is on technology, customer success, or business operations, your ideas matter, and your contributions make a difference.
Join a global team where you can build your skills, work with leading technologies, and make a real impact for our customers.
The role
Are you passionate about creating talent frameworks, succession strategies, and capability programs that directly influence the future success of a global organization?
Do you thrive in highly visible roles where you can work with diverse stakeholders across business functions, bringing people together to drive alignment, collaboration, and better talent outcomes?
Would you like to join a company that embraces continuous improvement, values fresh perspectives, and provides opportunities to learn, grow, and make a real difference?
Practical Information:
Location: EEA/EU |Reports to: Global Head of Talent | Work Arrangement: Remote |Visa Requirements: Valid working visa for country of employment |Language Requirements: Professional level English,both written and verbal
As our new Global Talent Management Lead , you will design, implement, and continuously evolveour integrated global talent management framework that enables consistent, transparent, and scalable talent decisions across the organization. You will translate our global talent philosophy into practical governance, frameworks, and Workday-enabled processes covering talent reviews, talent mapping, succession planning, promotions, internal mobility, career progression, critical roles, critical skills, and future capability planning. Partnering closely with P&C Business Partners, HRIS, Talent Analytics, Learning & Leadership Development, DEIB, PMO, and regional stakeholders, you will drive the global talent roadmap and ensure talent decisions are data-driven, inclusive, aligned with business priorities, and responsive to future workforce needs, supporting successful global rollout and adoption across the organization.
Key Responsibilities
Skills, competencies and capability frameworks: Build and maintain functional and technicalskills frameworks that complement the existing competency and job architecture. Definecritical skills and capability requirements, assess skill gaps in partnership with P&C BusinessPartners (BP), and translate insights into targeted talent, development and workforce planningactions.
Talent mapping, review and calibration: Develop methodologies, guidance, toolkits andfacilitation materials for talent mapping, talent review and calibration processes. Enableleaders and P&C BPs to identify high-potential talent, critical roles, readiness,retention risks and future leadership pipelines using consistent standards and decisioncriteria.
Succession and workforce continuity: Establish succession planning standards andprocesses for critical roles, ensuring clear visibility of bench strength, readiness andcapability risk. Partner with leaders to strengthen successioncoverage and long-term business continuity.
Performance, promotion and career progression: Connect talent practices with performancemanagement, promotion standards and career pathing. Provide guidance and enablementthat helps managers and employees understand progression opportunities, developmentexpectations and transparent decision criteria.
Workday and HCM enablement: Partner with HRIS and Talent Analytics to enable talentmanagement processes within Workday or comparable HCM platforms. Support roadmapdelivery for talent profiles, skills data, talent mapping, succession records, developmentactions and reporting, while defining data standards and improving data completion, qualityand usability.
Governance, standards and consistency: Define and apply global standards and governanceacross regions while allowing appropriate local application. Monitor adoption, identify wherepractices are inconsistent or overly complex, and work with P&C and regional stakeholdersto improve ways of working.
Talent analytics, reporting and insight: Build and interpret talent reporting on talent profilecompletion, talent review participation, succession coverage, readiness, skill gaps, capabilityrisk, adoption and outcomes. Translate data into clear, decision-ready insights for seniorleaders and P&C.
What we need to see from you
Talent management expertise: Proven experience in Talent Management, Organizational Development, or a Talent Centre of Excellence, with hands-on experience designing and implementing talent reviews, succession planning, promotions, internal mobility, career pathways, and capability planning
Talent framework design: Ability to translate strategic talent priorities into practical frameworks, methodologies, standards, governance, and toolkits that can be applied consistently by leaders and P&C teams across regions
Skills and competency architecture: Solid understanding of skills frameworks, competency models, job architecture, and capability planning, with experience defining critical skills and connecting them to workforce planning, development, and talent decisions
Workday and HR technology: Experience working with Workday Talent Management and HCM modules, or similar platforms, with the ability to partner effectively with HRIS teams to enable processes, establish data standards, and improve talent data quality
Data-driven decision-making: Comfortable working with talent data and analytics, identifying trends, uncovering insights, and translating metrics into clear recommendations and leadership-ready narratives that inform talent and workforce decisions
Change enablement and stakeholder influence: Strong facilitation, communication, and influencing skills, with the ability to lead talent reviews, calibration discussions, and senior stakeholder conversations. Skilled at driving adoption through training, communications, playbooks, and ongoing guidance while building trust and alignment across diverse stakeholder groups
Inclusion, employee experience, and resilience: Committed to fairness, transparency, inclusion, and a positive employee experience, ensuring talent practices support equitable opportunities and strong business outcomes. Demonstrated resilience and adaptability in navigating complexity, ambiguity, and change
What we offer
Our company benefits vary based on your location, but always include:
Global company culture: We defined our 6 core values through our company culture ()
A mentor who supports your successful start and is at your side with advice and action
President’s Club: Recognition awarded by leadership and your peers
Lifelong education: A variety of training and development opportunities
Hire to Grow: We optimize our internal structures and feedback culture constantly to be your Employer of Choice, today and in future
Job Function
Acquisitions & Integrations Accommodations SoftwareOne welcomes applicants from all backgrounds and abilities to apply. If you require reasonable adjustments at any point during the recruitment process, email us at .
Please include the role for which you are applying and your country location. Someone from our organization that is not part of the decision-making process will be in touch to discuss your specific needs and we will make every effort to accommodate you. Any information shared will be stored securely and treated in the strictest of confidence in line with GDPR.
At SoftwareOne, we are committed to providing an environment of mutual respect where equal employment opportunities are available to all applicants and teammates without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. Additionally, we encourage experienced individuals that have taken an intentional career break and are now prepared to return to work to explore our SOAR program.
