Role Purpose
This is a Talent Partner role created to own the end-to-end execution of the talent management and inclusion portfolio. Working closely with the Head of Talent Management & Inclusion, you will translate talent strategy into live, running programmes — taking full operational accountability for delivery, cadence, stakeholder coordination and quality — so that strategic design and senior stakeholder engagement can be led at the right level.
You are the person who makes the portfolio run: convening the HR business partner community, holding programme hosts and sponsors to their commitments, managing enterprise partners, keeping talent data and systems accurate, and ensuring every programme lands on time and to standard across a large, multi-market employee population.
Key Responsibilities
Programme delivery & portfolio management
Own operational delivery of the full talent management portfolio — top talent and high-potential development, succession, talent mobility, career development, mentoring and talent reviews — from planning through execution, tracking and close-out.
Run programme cadence and governance: build and maintain delivery plans, milestones and status tracking; anticipate slippage; escalate with options, not just problems.
Coordinate the talent cycle end-to-end — templates, HRBP preparation, scheduling and consolidation — ensuring reviews land as a clear business story, not a data readout.
Succession & talent data
Drive succession coverage for critical and senior roles: manage internal mapping and external pipelining, chase completion with HR business partners by function, and ensure succession data is calibration-ready ahead of talent review cycles.
Own the accuracy and timeliness of talent inputs in the HCM / talent system (e.g. Workday) against cycle deadlines; partner with people analytics on dashboards and validation.
Serve as custodian of talent mobility tracking — open roles, candidate slates and movement history — and prepare materials for talent and mobility forums.
Stakeholder & HR partner engagement
Act as the primary day-to-day contact for the HR business partner community on talent programmes: brief, enable and hold them to delivery commitments across their scope.
Support and coordinate programme hosts and senior leaders across career and talent activities, keeping engagement light-touch and sustainable.
Produce clear, concise stakeholder communications and rollout materials that are ready to send — brief, single call-to-action and on-brand.
What Success Looks Like (First 6–12 Months)
The programme portfolio runs on a reliable cadence with clear tracking, and delivery risks are surfaced early with solutions.
Succession coverage for critical roles meets target ahead of calibrations; talent data is accurate and on time.
HR business partners, hosts and leaders experience talent management as well-organised, easy to engage with and dependable.
The Head of Talent Management & Inclusion is genuinely freed from execution to focus on design, senior stakeholders and strategy.
Experience & Qualifications
Significant talent mgmt. or L&D experience with understanding of succession, high-potential development, talent mobility, performance cycles and/or talent reviews.
Proven track record of owning and delivering HR programmes, on time and to standard, across multiple concurrent workstreams.
Working knowledge of an HCM / talent system (e.g. Workday) and analytics; comfortable turning data into insight and action.
Excellent written communication — able to produce crisp, executive-ready materials with minimal iteration.
Relevant degree and/or HR exposure
Capabilities & Ways of Working
Ownership and reliability — takes full accountability for delivery and closes the loop without being chased.
Organisation under pressure — sequences competing priorities against hard deadlines and holds the line on quality.
Stakeholder intelligence — reads a matrixed organisation, builds trust across HR partners and leaders, and positions work with judgement.
Brevity and precision — communicates simply and directly, without over-elaboration.
Pragmatism — designs for a lean team; favours self-sustaining, repeatable delivery over bespoke effort.
About The Cigna Group
Cigna Healthcare, a division of The Cigna Group, is an advocate for better health through every stage of life. We guide our customers through the health care system, empowering them with the information and insight they need to make the best choices for improving their health and vitality. Join us in driving growth and improving lives.Skills Required
- Significant talent management or L&D experience with understanding of succession, high-potential development, talent mobility, performance cycles and/or talent reviews.
- Proven track record of owning and delivering HR programmes on time and to standard across multiple concurrent workstreams.
- Working knowledge of an HCM / talent system (e.g. Workday) and analytics; able to turn data into insight and action.
- Excellent written communication; able to produce crisp, executive-ready materials with minimal iteration.
- Relevant degree and/or HR exposure.
- Strong stakeholder management, organization under pressure, ownership, and ability to design pragmatic, repeatable processes.
Cigna Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Cigna and has not been reviewed or approved by Cigna.
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Strong & Reliable Incentives — Strong bonus outcomes are frequently highlighted, with annual bonuses described as really good alongside above-average salary levels. Stock or long-term incentive elements are also noted as part of the overall package in some roles.
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Leave & Time Off Breadth — Time-off benefits are portrayed as a meaningful part of total rewards, including generous PTO and flexibility that can enhance the perceived value of compensation. Flexible work-from-home arrangements are repeatedly linked with satisfaction about the overall package.
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Healthcare Strength — Health coverage is described as broad in design, with preventive care often covered at no charge in-network and options like virtual care and wellness incentives. A large provider network and strong digital tools are positioned as practical advantages when using benefits.
Cigna Insights
What We Do
At Cigna, we're more than a health insurance company. We are your partner in total health and wellness. And we’re here for you 24/7 – caring for your body and mind. As a global health service company, Cigna's mission is to improve the health, well-being, and peace of mind of those we serve by making health care simple, affordable, and predictable. Our values are the core of our culture. Our values guide how all 74,000 of us around the world work together, serve our customers, patients, clients, communities, and deliver on our mission.
