.Location: Tlalnepantla, Mexico StateThe Talent Development Partner is responsible for accelerating the development of our internal leadership and professional talent within the Band-4 and Band-3 grade groups. The Talent Development Partner will directly collaborate with organizational leaders and human resources (HR) business partners to identify high potential talent across the division, and to help establish and implement Employee Development Plans (EDP). The Talent Development Partner will have the responsibility to help organizational leaders create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or Smiths Leadership Behaviours. Talent development key performance indicators (KPI) will focus on the improvement of internal talent progression rates, leadership diversity, and sustained improvements in high potential talent retention. The Talent Development Partner will also participate with the Smiths Talent Center of Excellence (COE) to help explore and facilitate greater cross-divisional opportunities for our high potential talent.**Duties & Responsibilities**- Ensure compliance to Smiths Group and division policies (i.E., Code of Ethics, Human Rights, EEOC, etc.) during the support of talent development/acquisition related activities and talent engagement.- Collaborate with division Global HR Directors and Region HR Business Partners to identify high potential talent across the division within the Band-4 and Band-3 grade groups.- Collaborate with region organizational leaders to ensure that identified high potential talent have updated management input (i.E., strengths, areas of development, career aspirations, loss risk, mobility/family considerations, and summary comments) in their TalentSearch Talent Profile.- Help encourage identified high potential talent to update their own TalentSearch Talent Profile details (i.E., employment history, education history, certifications, languages, mobility/family considerations, and job preferences).- Collaborate with division Global HR Directors and Region HR Business Partners to identify new/existing high priority positions in the region where a vacancy is expected, and available internal high potential talent pools suitable to review for those positions.- Reinforce the importance and our focus on an inclusion and diversity mindset when identifying high potential talent and when considering internal/external talent pools for new/existing high priority positions in the region.- Continuously monitor the diversity and progress of our early career (i.E., DISCOVER) and technical career (i.E., SUMMIT) talent pipelines and ensure their long-term readiness and development is being considered in region succession plans for high priority positions