We’re looking for a strong Talent Management Partner to join Nokia’s People Organization and help shape how we identify, develop, move and retain talent across the company.
The successful candidate will bring judgement, structure, insight and constructive challenge to important talent decisions, while making the work practical and easy for leaders and People Partners to use.
ResponsibilitiesIn this role, you’ll play a key part in translating our talent strategy into high-quality processes, sharper insights and clear follow-through. You’ll work across talent reviews, succession planning, talent pools and development activity, partnering closely with People Partners and business stakeholders. This role requires the successful candidate to be able to envision bigger picture, connect the dots across the business and help turn talent conversations into decisions and actions that make a real difference.
The focus is on raising the quality and consistency of talent decisions, ensuring strong follow-through, and helping leaders build deeper, more visible pipelines for critical roles and capabilities.
Your responsibilities
· Lead and improve core talent management processes, making sure talent reviews, potential calibration, succession planning, talent pool updates and development planning are thoughtful, consistent and outcome-focused.
· Partner confidently with People Partners and business stakeholders to prepare strong inputs, frame the right discussions, surface key risks or opportunities, and make sure decisions translate into owned, visible actions.
· Use talent data and insight to bring sharper visibility to succession strength, talent pool health, capability gaps and development progress — helping leaders make better, evidence-based people decisions.
· Shape and simplify talent tools, templates and guidance so they raise the quality of talent conversations without adding unnecessary complexity.
· Drive talent development activity from nomination through to follow-up, making sure development actions are targeted, visible and connected to the leadership and capability needs we are building for the future.
· Help shape the architecture of career plans, creating clear and practical pathways that connect people’s growth, possible next moves and the capabilities we need for the future.
· Bring a fair, consistent and inclusive lens to talent work, helping us make better decisions, create more intentional development and give people a clearer view of how they can grow at Nokia.
Qualifications
· Strong experience in talent management, leadership development, succession planning, organization development, HR business partnering or a closely related People/HR role — ideally in a complex, global environment.
· A strong understanding of what good talent management looks like in practice, including potential, talent reviews, development planning, career growth, mobility, succession and inclusive talent decision-making.
· The ability to work strategically and practically — connecting the bigger picture to clear choices, actions, timelines and measurable outcomes.
· Strong stakeholder management skills, with the confidence to influence People Partners, business leaders and senior stakeholders in a thoughtful, credible and constructive way.
· Confidence working with people data, Excel, PowerPoint and HR systems, with the ability to turn data into insight, stories and recommendations that leaders can act on.
· Clear, thoughtful communication skills, especially when working with complex, sensitive or ambiguous talent topics.
· High personal ownership, strong judgement and the ability to move work forward independently while knowing when to involve others.
· Strong discretion and maturity when working with confidential talent, succession and leadership information.
Education & Experience Requirements
· Bachelor’s degree in Human Resources, Business, Psychology, Organizational Development or a related area; a Master’s degree or relevant HR qualification would be helpful but is not essential.
· Typically 5–8 years’ experience in HR, talent management, leadership development, people analytics, learning or organization development, with clear evidence of owning, shaping or improving talent-related workstreams.
· Experience working across a global matrix organization, influencing across different businesses, functions or geographies, and turning ambiguity into clear progress would be an advantage.
About UsNokia is a global leader in connectivity for the AI era. With expertise across fixed, mobile and transport networks, powered by the innovation of Nokia Bell Labs, we’re advancing connectivity to secure a brighter world.
Our recruitment process
We act inclusively and respect the uniqueness of people. Our employment decisions are made regardless of race, color, national or ethnic origin, religion, gender, sexual orientation, gender identity or expression, age, marital status, disability, protected veteran status or other characteristics protected by law. We are committed to a culture of inclusion built upon our core value of respect.
If you’re interested in this role but don’t meet every listed requirement, we still encourage you to apply. Unique backgrounds, perspectives, and experiences enrich our teams, and you may be just the right candidate for this or another opportunity.
The length of the recruitment process may vary depending on the specific role's requirements. We strive to ensure a smooth and inclusive experience for all candidates. Discover more about the recruitment process at Nokia.
Skills Required
- Strong experience in talent management, leadership development, succession planning, organization development, HR business partnering, or a related People/HR role
- Understanding of talent reviews, potential assessment, development planning, career growth, mobility, succession, and inclusive talent decision-making
- Ability to work strategically and practically, connecting broader goals to actions, timelines, and measurable outcomes
- Strong stakeholder management and influence skills with People Partners, business leaders, and senior stakeholders
- Experience working with people data, Excel, PowerPoint, and HR systems
- Clear and thoughtful communication skills for complex, sensitive, or ambiguous talent topics
- High personal ownership, sound judgment, and ability to work independently
- Strong discretion and maturity when handling confidential talent, succession, and leadership information
- Bachelor's degree in Human Resources, Business, Psychology, Organizational Development, or a related field
- Typically 5-8 years of experience in HR, talent management, leadership development, people analytics, learning, or organizational development
- Experience in a global matrix organization
- Master's degree or relevant HR qualification
Nokia Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Nokia and has not been reviewed or approved by Nokia.
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Equity Value & Accessibility — Equity programs include a global employee share purchase plan with company matching and multi‑year share awards. These mechanisms broaden participation and tie rewards to long‑term outcomes.
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Healthcare Strength — Health coverage includes major medical plans with supplementary options such as vision, legal services, and care navigation. The range of offerings indicates comprehensive support for medical needs.
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Parental & Family Support — A global policy grants paid leave for new parents regardless of gender and provides structured return‑to‑work support. Company‑paid life insurance further strengthens family protection across regions.
Nokia Insights
What We Do
At Nokia, we create technology that helps the world act together. As a trusted partner for critical networks, we are committed to innovation and technology leadership across mobile, fixed and cloud networks. We create value with intellectual property and long-term research, led by the award-winning Nokia Bell Labs. Adhering to the highest standards of integrity and security, we help build the capabilities needed for a more productive, sustainable and inclusive world.
