Talent Management Partner

Job Description

At WSFS Bank, we empower our Associates to grow their careers, guide our customers to secure their financial futures, and actively support our Communities so they can fully thrive. Careers with WSFS Bank offer an inclusive and supportive culture, competitive salaries, advancement opportunities, and more. We are the region's locally headquartered bank and wealth management company. We are honored to consistently be named a Top Workplace by our Associates, who make a difference every day for the people, businesses, and Communities we serve. We Stand For Service® is more than part of our name, it’s our mission and our purpose.

The Talent Management Partner plays a key role in designing, executing, and enhancing core Talent Management programs across the organization, including Succession Planning, Performance Management, Leadership Development, and High-Potential identification. This role partners closely with HR Business Partners, Division Leaders, and Talent Leadership to ensure talent processes are implemented consistently, data is accurate and actionable, and leaders are equipped to make informed, strategic talent decisions. The Talent Management Partner must uphold strict standards of confidentiality, analytical rigor, and professional judgment.

Job Responsibilities:

Succession Planning Program Leadership

• Support and co-facilitate enterprise and division-level succession planning cycles, including readiness assessments, calibration discussions, and action planning.
• Partner with HRBPs and leaders to maintain accurate successor profiles, readiness ratings, development actions, and bench strength data.
• Prepare executive-level materials, insights, and dashboards for Talent Reviews, ELT updates, and risk discussions.
• Monitor successor development progress and ensure alignment to capability gaps and readiness timelines.
• Support expansion of succession planning for roles outside the ELT by identifying critical positions, pipeline risks, and mitigation strategies.
• Influence leaders to adopt consistent, future-focused succession practices and maintain accountability for follow-through.

Performance Management Strategy & Support

• Provide guidance to leaders and HRBPs throughout the annual performance cycle, including goal-setting, midyear reviews, year-end evaluations, and calibration processes.
• Promote clarity, differentiation, and fairness in performance ratings and feedback.
• Generate performance distribution data, calibration insights, and risk flags for HR and executive audiences.
• Recommend improvements to processes, communication, training, and system usability.
• Support Workday updates, troubleshooting, and performance data integrity checks.

Leadership Development & HiPo Program Support

• Coordinate and support leadership development experiences, assessments, and programs through logistics, communication, and tracking.
• Partner with Talent Development on program design, participant selection, and evaluation insights.
• Support HiPo identification processes and ensure alignment with enterprise criteria.
• Provide insights on development needs, capability gaps, and recommended growth pathways.

Talent Reporting, Insights & Operational Excellence

• Develop and maintain dashboards, talent scorecards, and executive-ready reporting for succession, performance, and HiPo programs.
• Conduct data audits and identify trends, risks, and improvement opportunities.
• Maintain Talent Management tools, templates, process maps, and documentation.
• Lead or support special projects, process redesign initiatives, and continuous improvement efforts within the Talent function.

WSFS Bank will only consider candidates who are presently authorized to work for any employer in the United States and who will not require work visa sponsorship from WSFS Bank now or in the future in order to retain their authorization to work in the United States.

Minimum Qualifications:

• Bachelor’s degree in HR, Business, Organizational Development, I/O Psychology, or related field preferred.
• Minimum of 4 years of experience in Talent Management, Succession Planning, Performance Management, HR Business Partner, or Leadership Development required.
• Experience coordinating or supporting senior leadership succession planning strongly preferred.
• Deep understanding of Talent Management processes, including succession planning, performance management, talent reviews, and leadership development.
• Strong analytical skills with the ability to interpret complex talent data and produce meaningful insights.
• Excellent communication and influencing skills, with the ability to p