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Boardwalk is a limited partnership operating in the midstream portion of the natural gas and natural gas liquids industry, providing transportation and storage services for our customers. Our 14,000 miles of pipeline and storage assets provide diverse market connectivity to producers and end-users who need reliable sources of natural gas for power generation, home heating or petrochemical feedstocks. We have the experience, knowledge, and flexibility to design service offerings and create system enhancements tailored to our customers’ needs throughout the 13 states in which we operate. As an organization focused on sustainability, we are committed to protecting the environment while delivering this energy source. This commitment is made to our customers, employees, and the communities in which we operate. We incorporate environmental stewardship, safety, and compliance into our day-to-day operations and seek to strengthen and support the communities we serve. Additional information about the company can be found online at www.bwpipelines.com.
We are currently looking for a Manager, Talent Management for our Houston, TX office.
POSITION DESCRIPTION:
The Manager, Talent Management is a leader within the Talent Management, L&D and OD/OE Center of Excellence. Reporting to the VP, Talent Management, L&D and OD/OE, this role leads the design, execution, and continuous improvement of enterprise talent processes and capability-building programs that strengthen leadership readiness, workforce effectiveness, and culture.
This role serves as a consultative partner to HRBPs and business leaders, owning operational delivery for performance management, talent reviews, succession planning, and high potential (HiPo) identification, while also facilitating leadership and professional development experiences and targeted team/organization development interventions. The ideal candidate brings strong business acumen, executive-ready facilitation, and a track record of delivering high-impact talent solutions in a fast-paced environment.
Key Responsibilities
1) Enterprise Talent Processes (Performance, Talent Reviews, Succession, HiPo) - Lead end-to-end execution of performance management cycles (goal setting, mid-year, year-end), ensuring clear guidance, timelines, communications, and continuous feedback. - Plan and facilitate talent reviews and calibration sessions with HRBPs and leaders to connect talent decisions to business needs, improve bench strength, and accelerate development to strengthen leadership pipeline. - Execute succession planning for critical roles by assessing readiness, building successor slates, identifying bench risks, and partnering with leaders to create and drive individualized plans.
2) Leadership Development & Learning Facilitation - Facilitate leadership and professional development programs aligned to the enterprise learning strategy (e.g., coaching, feedback, psychological safety, leading change, managing ambiguity, career development). - Create and equip leaders with practical resources, facilitation support, and reinforcement tools that strengthen capability and drive sustained behavior change. - Partner with the VP and L&D stakeholders to align leadership and learning priorities to enterprise objectives and deliver scalable solutions that build leadership capability and address high-impact needs.
3) Organizational Development & Organizational Effectiveness (OD/OE) - Diagnose team and organizational effectiveness opportunities using qualitative and quantitative data, and deliver targeted interventions that improve alignment, role clarity, decision-making, and collaboration to drive stronger results. - Enable successful change and culture shifts by equipping leaders with the tools and reinforcement needed to sustain behavior change, improve engagement, and increase performance.
4) Assessment Programs & Talent Insights - Execute leadership assessment initiatives that strengthen leader selection and development (e.g., Hogan, Insights, 360 feedback) and partner with HR and leaders to translate results into clear, actionable development priorities. - Partner with People Analytics and HRIS to analyze talent trends (performance distributions, succession coverage, HiPo talent outcomes, mobility, turnover/retention of key talent) and translate findings into clear insights and recommended actions.
5) Stakeholder Partnership & Enablement - Serve as a trusted partner to HRBPs: co-planning talent discussions, coaching leaders on expectations, and ensuring program alignment across the business. - Build leader capability through playbooks, manager toolkits, job aids, and “just-in-time” coaching for sensitive talent conversations. - Collaborate cross-functionally with HRBPs, Talent Acquisition, Communications, and other COEs to integrate high-quality talent solutions.
Core Competencies - Business acumen and pragmatic problem solving - Executive-ready facilitation and consulting presence - Systems thinking (process design, governance, scalability) - Change agility and ability to navigate ambiguity - High discretion, integrity, and confidentiality
Reporting & Key Relationships - Reports to: VP, Talent Management, L&D and OD/DE - Key partners: HR Business Partners, business leaders, People Analytics/HRIS, Talent Acquisition, Communications, and other COEs
Additional Details (as applicable) - Travel: Occasional travel for leader sessions and program delivery - Work arrangement: (Hybrid/On-site/Remote)
REQUIRED SKILLS, KNOWLEDGE, AND EXPERIENCE:
• 10+ years of progressive HR experience with expertise in talent management and leadership development (performance management, talent reviews/calibration, succession, HiPo identification and development). • Demonstrated experience facilitating leader sessions (talent reviews, calibration, training workshops) with credibility and strong executive presence. • Proven ability to influence without authority; strong consulting skills and comfort navigating sensitive, high-stakes talent discussions. • Strong program management skills: planning, execution, stakeholder communications, and continuous improvement. • Data fluency: ability to interpret and communicate talent insights; comfort working with HRIS/talent systems. • Executive-ready facilitation and consulting presence • Systems thinking (process design, governance, scalability) • Change agility and ability to navigate ambiguity • High discretion, integrity, and confidentiality
PREFERRED SKILLS, KNOWLEDGE, AND EXPERIENCE:
• Experience in midstream energy, oil & gas, pipeline operations, utilities, or similar operational/regulatory environments. ◦ Experience supporting assessment tools (e.g., Hogan, Insights, 360s) and translating results into development actions. ◦ Certifications such as SHRM-CP/SCP, PHR/SPHR, or OD/change credentials. ◦ Strong technology orientation and ability to leverage digital learning solutions and talent platforms (e.g., Workday, SuccessFactors, Oracle HCM).
ADDITIONAL INFORMATION:
Boardwalk Pipelines, LP, maintains a drug-free workplace and will require pre-employment drug & substance abuse testing before hiring.
Boardwalk Pipelines, LP, is an equal opportunity employer. All applicants will be considered for employment regardless of race, color, religion, age, sex, gender identity, national origin, veteran, or disability status.
