Additional Information
This position requires office presence of a minimum of 5 days per week and is only located in the location(s) posted. No relocation is offered.
At AT&T, we empower leaders to drive change in a fast-evolving, connected world. Your strategic vision will help serve customers and transform lives through innovative solutions and impactful connections.
The Principal, Career Pathing & Internal Mobility Strategy designs and advances the enterprise strategy that connects employees to career growth, capability development, and internal movement opportunities. This role leads career pathing, skills and capability mapping, cross-functional growth pathways, and mobility programs that help employees navigate opportunities and support informed talent decisions.
Reporting to the AVP, Career & Development Enablement, this role turns enterprise talent strategy into scalable career and mobility experiences that improve visibility into growth opportunities, support workforce agility, and educate and empower employees to make informed career decisions. The role partners closely with Talent Acquisition, HR business partners, workforce planning, analytics, and business leaders.
Core Responsibilities:
Design and maintain the enterprise career pathing strategy, including vertical and lateral growth pathways, career navigation models, and frameworks that help employees understand how roles connect.
Define the skills, capabilities, experiences, and learning needed for movement, ensuring the approach is scalable, practical, and easy for employees, managers, and HR partners to use.
Develop career progression strategies and tools that help employees see how they can grow within a function or move into adjacent roles.
Partner across HR to translate role and talent information into clear career guidance, including skills-based pathways, capability insights, and AI-enabled career experiences that support development and mobility.
Create capability maps that define the skills, knowledge, and experiences needed across key career pathways.
Translate them into growth tools and guidance that help employees build toward future roles, recognize transferable capabilities, and take informed action on their development and mobility options.
Lead the design of internal mobility programs and processes that make it easier for employees to be considered for roles, stretch assignments, and development opportunities.
Define principles for how talent is identified, assessed, and surfaced while supporting transparency, agility, and a strong employee experience.
Build frameworks that connect talent designations, readiness signals, and development trajectories to deployment decisions.
Partner with talent planning and succession stakeholders to ensure these insights are used consistently and aligned with business need.
Partner with the talent planning team to integrate readiness information into career movement, development planning, and deployment decisions.
Help define how readiness should be interpreted and applied across broader talent processes.
Establish governance, standards, and operating principles for career pathing and mobility frameworks.
Drive consistency in methodology and language while enabling adoption through guidance, toolkits, and enablement materials.
Partner with analytics and talent stakeholders to define metrics, interpret trends, and turn findings into recommendations that improve career visibility, employee growth, and mobility outcomes.
Serve as a senior advisor to HR and business leaders on career architecture, mobility design, and talent deployment.
Build strong cross-functional partnerships and influence decisions through expertise, credibility, and enterprise perspective.
Exercise sound judgment and discretion in handling sensitive employee and workforce information, while maintaining high standards of professionalism, confidentiality, and data stewardship.
AT&T · Dallas, TX