Senior Manager, Strategic Talent Partner

Link Logistics Real Estate (“Link”) is a leading operator of last-mile logistics real estate. Established by Blackstone in 2019, the company connects consumption, technology, and the supply chain across its portfolio, which spans more than half a billion square feet. With more than 5 percent of U.S. GDP flowing through our spaces, we leverage our scale, proprietary data and insights, and foundational focus on sustainability to drive success for our customers’ businesses and deliver value for our stakeholders. Link Logistics strives to be the most equitable and inclusive industrial real estate company in the business. We put our people, customers, and communities first and find ways to make a conscious, positive impact where we live and work, prioritizing diversity, equity and inclusion (DEI) across our workforce to deliver an optimal employee experience. Every day, we work to reinvent and lead our industry forward by thinking bigger and challenging the status quo. 

Because we believe that good business must be synonymous with doing good, strong environmental, social and governance practices are foundational to our identity as a firm. These practices include setting ambitious goals to combat climate change, partnering with local nonprofits, and prioritizing internal diversity, equity, and inclusion efforts. We seek to use our position, ideas, and influence to drive progress in our industry and the wider world.  At Link, we give our customers space to grow—and we give people space to grow, too. 

Sr. Manager, Strategic Talent Partner

• Manage the development and implementation of people-related strategy for a significant area of responsibility, anticipating complex people issues, challenges, and opportunities and ensuring integration with wider corporate strategy.

• Lead and manage the strategy, planning, and adoption of HR frameworks and tools for recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, employee onboarding and offboarding, and retention of talent for a significant area of responsibility, ensuring compliance with external requirements and integration with the broader corporate policy framework. Partners closely and collaborates effectively with HR COEs and acts as liaison and primary point of contact for the Business Executives, translating business needs into talent requests and sharing feedback both ways.  Enable the attraction, development, and retention of talent at a sustainable cost.

• Provide effective thought leadership to diagnose, consult, advise, and influence senior management at the business unit that enable the implementation of P&C policy, projects, and change initiatives that support business strategic priorities. Strong ability to leverage data insights, diagnose, design and storytelling to communicate recommended actions and lead as a change agent that meets business objectives.

• Evaluate the capabilities of people leaders and management within the department to identify gaps and prioritize development activities. Implement the organization's formal development frameworks within the area of responsibility. Coach and mentor others to support the development of the organization's current and future workforce planning needs.  

• Drive needs and impact analysis in connection with the organization’s strategy.  Understand the interconnectivity or lack thereof with stakeholder’s priorities. Identifies gaps between current HR initiatives and the needs and/or desires of the business and effectively recommend short – long term organizational strategies increasing effectiveness and address gaps.

CORE TASKS

(includes but not limited to)

• Drive and manage workforce planning, prepare and follow business unit budgets to optimize people operations.

• Evaluate, design and implement staffing models that maximize human capital forecasting strategies and creates opportunities or efficiencies for client groups year over year.

• Play a critical role planning, directing, and coordinating people activities relating to career pathing, retention, internal mobility, workforce planning, talent reviews and succession, compensation, labor relations, and employee relations.

• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and

• practices.

• Analyze training needs to influence employee development, training, and health and safety programs.

• Own employee engagement survey data and intel to diagnose health of the organization. Play a critical role in solutioning with the