Apple is a place where extraordinary people gather to do their best work. Together we build products and services people once couldn’t have imagined - and now can’t imagine living without. If you’re excited by the idea of making real impact and joining a team where we pride ourselves in shaping the future, a career with Apple might be your dream job... just be prepared to dream big! Apple’s Product, Design & Marketing’s (PD&M) Operations team is seeking a Talent Strategist who is enthusiastic about finding and fostering great talent, building highly effective teams, and creating an environment where people can do their best work. You will play a key role in the planning and development of current and future talent who make up our diverse and multi-disciplinary design organization. The Talent Strategist role specializes in aligning PD&M’s talent acquisition and management strategies with overall talent strategy. The role involves understanding the organization's goals, identifying the skills and capabilities needed to achieve those goals, and developing strategies to attract, retain, and develop the right talent. With a direct impact on our ability to scale strategically, effectively apply current resources, and retain and develop top talent, this is a role for a creative problem solver and implementer who wants to contribute and lead on several fronts at once. In this role you will heavily collaborate with managers, senior leadership across the organization, partners across the Services line of business, and partner teams such as Recruiting, People (HR) and Learning & Development. AREAS OF FOCUS INCLUDE, BUT ARE NOT LIMITED TO: - Collaborating with org leaders to understand strategic objectives and identifying the talent needed to support those goals - Conducting workforce analysis to determine current and future talent needs, including assessing gaps in skills and capabilities - Developing and implementing recruitment strategies to attract top talent. This involves understanding the labor market, employer branding, and optimizing the candidate experience - Identifying and developing strategies for retaining high-potential employees for key roles within the organization to ensure a smooth transition in the event of retirements or departures - Using data and analytics to assess the effectiveness of our talent management programs and to make data-driven decisions; this may include analyzing turnover rates, employee engagement surveys, and other HR metrics.