Managing Director, Talent Management

Your Opportunity

Role Overview

Reporting to the Chief Administrative Officer and Head of HR, the Managing Director, Head of Talent Management will lead the enterprise talent strategy for Schwab, shaping the workforce, leadership, succession, capability, and development agenda needed to support the firm’s long-term business priorities. This leader will reposition Talent Management as a strategic workforce architecture function—translating business priorities, the evolving AI agenda, and future capability requirements into practical frameworks, processes, and solutions that HR Business Partners and business leaders can use to make disciplined, defensible, and future-focused talent decisions.

The role will serve as the firm’s strategic voice on talent, succession, workforce capability, and AI-enabled role evolution, partnering closely with HR leadership, HR Business Partners, business executives, and enterprise partners to ensure Schwab has the leadership depth, role architecture, capability profiles, and talent practices required to deliver for clients, employees, stockholders, and regulators.

Key Responsibilities

• Lead the enterprise Talent Management strategy, ensuring leadership development, succession planning, capability building, performance enablement, and workforce planning are directly aligned to Schwab’s business priorities and operating model.
• Translate Schwab’s AI and workforce transformation agenda into a practical talent operating model, including role-by-role and capability-by-capability frameworks that clarify how work, skills, capacity, and decision rights should evolve.
• Build and maintain enterprise capability profiles for the firm’s most critical roles, including senior leaders, financial consultants, wealth advisors, service representatives, RIA relationship leaders, technology and AI talent, and other strategically important populations.
• Strengthen senior leadership succession by moving from an annual planning exercise to a rolling, named, development-backed process with clear views of ready-now and future-ready talent.
• Partner with HR Business Partners and business leaders to apply talent architecture in the business, including succession decisions, role redesign, development planning, assessment, workforce planning, and targeted capability interventions.
• Advance Schwab’s talent pipeline strategy, with particular focus on leadership depth, advisory and client-facing talent, technology and AI talent, change agility, and other enterprise-critical capabilities.
• Develop metrics and insights that demonstrate whether talent, workforce, and AI-enabled initiatives are creating intended outcomes, including productivity, capability growth, leadership readiness, employee experience, and redeployment of capacity.
• Rebalance and evolve the Talent Management function from a primarily program delivery organization to a strategic workforce, capability, and talent architecture function while preserving excellence in execution.
• Oversee enterprise talent programs and practices, ensuring they are simple, scalable, business-relevant, analytically grounded, and consistent with Schwab’s culture and values.
• Lead, coach, and develop a high-performing Talent Management team, building the skills, credibility, and operating discipline required to influence senior leaders and deliver measurable enterprise impact.

Strategic Imperatives

• Workforce and AI transformation: Create the frameworks, tools, and insights that help Schwab understand how AI changes roles, capabilities, capacity, development, and talent movement across the firm.
• Succession and leadership depth: Build a stronger, more dynamic succession process that gives senior leaders, the CEO, and the Board greater confidence in Schwab’s leadership bench.
• Capability architecture: Define the critical skills and experiences required for priority roles and ensure those profiles inform hiring, succession, development, assessment, learning, and role redesign.
• Talent pipeline strength: Partner with business and HR leaders to strengthen pipelines for roles that are most important to Schwab’s client experience, growth, operational resilience, and future strategy.
• Enterprise talent insights: Use analytics, evidence, and disciplined talent governance to improve workforce decisions and measure the business impact of talent investments.

Leadership Expectations

• Serve as a trusted advisor to the Chief Administrative Officer, HR Leadership Team, HR Business Partners, and senior business leaders on talent strategy, workforce capability, succession, and leadership development.
• Operate with enterprise orientation, balancing business needs, HR priorities, employee experience, risk considerations, and Schwab’s culture.
• Influence senior stakeholders through sound judgment, data-driven insights, practical recommendations, and strong executive communication.
• Lead through ambiguity and change, helping the organization make clear decisions in areas where the future of work, AI, talent supply, and capability expectations are evolving quickly.
• Build strong partnerships across HR centers of expertise, HR Business Partners, technology, finance, risk, legal, and business leadership

What you have

Qualifications

• Significant senior leadership experience in talent management, organizational effectiveness, leadership development, succession planning, workforce strategy, HR strategy, or a related discipline.
• Demonstrated ability to design and implement enterprise talent strategies that connect directly to business priorities and measurable outcomes.
• Strong understanding of succession planning, leadership assessment, capability modeling, workforce planning, learning strategy, and talent analytics.
• Experience leading through workforce transformation, including role redesign, capability shifts, technology-enabled change, or AI-related workforce evolution.
• Proven ability to influence senior executives and operate effectively in a complex, matrixed, highly regulated environment.
• Strong business acumen, analytical judgment, executive presence, and communication skills.
• Track record of building, leading, and developing high-performing teams.
• Bachelor’s degree required; advanced degree or equivalent experience in business, human resources, organizational psychology, industrial-organizational psychology, or a related field preferred.
• Ability to travel as dictated by business needs (estimated 20%).

Critical Competencies

• Enterprise leadership and strategic thinking
• Talent and workforce architecture
• Executive influence and stakeholder management
• Succession and leadership development expertise
• Analytical rigor and data-informed decision making
• Change leadership and organizational transformation
• Operational discipline and execution excellence
• Inclusive leadership and talent stewardship

Location and Work Environment

This role is based at Schwab’s corporate headquarters in Westlake, Texas.  It is expected to operate as part of the senior HR leadership team and partner closely with leaders across Schwab.