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.

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,