Job Description
About Us Finance of America helps homeowners 55+ access the equity they’ve built while staying in full control of their home and their financial future. Through a range of reverse mortgage solutions, we help customers shape the retirement they’ve earned while continuing to evolve how we serve and work together. Joining Finance of America now means stepping into a period of momentum and growth, with teams actively shaping what comes next and opportunities to make an impact and grow your career. To learn more about us, visit www.financeofamerica.com Purpose of Role Responsible for designing, governing, and driving talent management strategy across the organization, serving as the enterprise leader accountable for building and sustaining an A+ talent organization. Establishes and enforces standards for performance differentiation, talent evaluation, and organizational capability, ensuring consistent, objective, and business-aligned talent decisions. Partners closely with the CHRO and executive leadership to provide a clear, data-driven view of workforce capability, bench strength, and talent risk, and to drive decisive actions related to talent investment, redeployment, and exit. Key Responsibilities and Expectations Defines and enforces an A+ talent standard across the enterprise, ensuring every talent decision raises the overall quality of the organization. Establishes and governs enterprise-wide standards for performance differentiation to ensure consistent and objective evaluation of employee performance. Leads and chairs enterprise talent review processes, driving rigor, transparency, and decision quality across all business units. Provides the CHRO and executive leadership with real-time, data-driven view on talent strategy, including workforce capability, succession readiness, and talent risk. Drives accountability for identifying sustained low performance and talent risk, ensuring leaders take timely and appropriate action. Designs, implements, and enforces decision frameworks that leaders are required to follow consistently across the organization. Develops and maintains an enterprise-wide view of talent, including bench strength, role alignment, and critical capability gaps. Recommends and influences talent actions including investment, advancement, redeployment, or exit based on business needs and performance outcomes. Partners with HR and business leaders to ensure alignment between talent decisions and organizational strategy and priorities. Oversees the evolution of the talent management function, including strategic integration of other functions as applicable. Builds, leads, and scales a high-performing talent management function composed of A+ individuals. Performs other duties as assigned. Year One Deliverables: Stand up the Talent Management function Define performance standards, philosophy, differentiation, and action framework that will at a minimum include: Clear, defensible standards to identify and move out low performers A repeatable way to assess whether each function has the right talent to execute strategy Design structured talent review program, which will at a minimum include: Role criticality Performance vs potential Succession readiness Capability gaps Create talent supply dashboard for executive team reviews, with metrics that may include: hiring vs plan diversity pipeline health offer acceptance rate attrition by org internal mobility leadership bench strength Reports To Chief Human Resources Officer (CHRO) Direct Reports Yes Qualifications - Experience/Skills/Competencies Minimum 12 years of progressive experience in Human Resources, with significant focus in Talent Management, Performance Management, or Organizational Effectiveness. Minimum 5 years of leadership experience operating at a senior or executive level with enterprise-wide scope. Track record of building high-talent density organizations and raising performance standards at scale. Demonstrated success designing and implementing performance differentiation and talent review systems in complex organizations. Proven ability to drive difficult talent decisions, including performance-based exits. Strong business acumen with the ability to align talent strategies to organizational priorities and outcomes. Experience building or transforming talent management functions, including establishing governance and standards. Ability to assess organizational capability, identify talent gaps, and develop actionable recommendations. Strong analytical and critical thinking skills with the ability to translate data into insights and decisions. Excellent communication and facilitation skills, particularly in leading executive-level talent discussions. People analytics experience is a plus but not required. Qualifications - Education - Required Bachelor's Degree Qualifications - Education - Field(s)/Profession(s) Human Resources, Business Administration, Organizational Development, or related field. Qualifications - Education - Preferred Master’s Degree Compensation The base salary range for this position is ($175,000 - $225,000 ) inclusive of all geographical differences in the labor market, plus annual bonus opportunity. The base salary for the position will be determined based on factors such as the candidate’s work location, skills, education, and experience. In addition to those factors, we believe in the importance of pay equity and consider the internal equity of our current team members in determining any final offer. We offer a competitive benefits package including health, dental, vision, life insurance, paid time-off benefits, flexible spending account, 401(k) with employer match, and ESPP. Additional Information The application deadline for this job opportunity is 7/1/2026 The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. Finance of America is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, sex (including pregnancy), sexual orientation, religion, creed, age, national origin, physical or mental disability, gender identity and/or expression, marital status, veteran status or other characteristics protected by law.