Senior Manager, Talent Assessments (Northfield, IL)

Job Summary

The Senior Manager, Talent Assessments is responsible for the design, deployment, and continuous improvement of Medline’s talent assessment capabilities and competency modeling across employee levels and the employee lifecycle. This role combines assessment experience with needs assessment, project leadership, and stakeholder partnership to ensure assessments & competency models are practical, scalable, and aligned with Medline’s business & talent strategy.

The role serves as a key contributor within the Talent Management Center of Expertise (COE), partnering closely with HR Business Partners, Talent Acquisition, Learning & Development, People Analytics, and business leaders to deliver assessment solutions & align competency models that support performance excellence, customer focus, and alignment with Medline values. The Senior Manager also facilitates assessment debriefs and translates data into actionable insights that drive individual growth and organizational outcomes.

Job Description

Major Responsibilities

Talent Assessment Strategy & Governance

• Support the development and execution of Medline’s enterprise talent assessment strategy, aligned with business priorities and leadership frameworks.
• Establish and maintain standards, governance, and best practices for the use of assessments across selection, development, and talent planning.
• Prioritize assessment initiatives based on analysis of organizational impact, business need, and return on investment.

Assessment Design & Implementation

• Design, implement, and maintain a suite of validated assessment tools (e.g., cognitive, personality, simulations, and 360 feedback) for critical roles.
• Ensure assessments are fair, legally defensible, and aligned with Medline’s values and CORE+ leadership expectations.
• Partner with HR technology teams to integrate assessments into talent systems and deliver a seamless, user-friendly digital experience.

Competency Model Design & Integration

• Own the design, governance, and ongoing evolution of enterprise frontline and leadership competency models, ensuring alignment with organizational values and business strategy
• Ensure competency models are consistently embedded across talent systems, including assessments, coaching, development planning, succession planning, and 360 feedback
• Serve as the enterprise subject matter expert on competency-based assessment, establishing standards and enabling HR to apply models credibly and effectively

Executive & Leadership Assessment

• Support assessment processes for senior leaders and high-potential talent, including selection, development, and succession use cases.
• Facilitate individual and group assessment debriefs with leaders, hiring managers, HRBPs, and talent partners, as needed.
• Translate assessment insights into clear development themes, coaching priorities, and actionable development plans.

Talent Management Integration

• Partner with Talent Management COE colleagues to embed assessment insights & competency models into performance management, talent reviews, succession planning, and leadership development programs.
• Provide consultation and guidance to HR and business leaders on using assessment data to strengthen talent pipelines and decision-making.

Vendor & Stakeholder Management

• Manage relationships with external assessment vendors, ensuring quality, consistency, scalability, and cost-effectiveness.
• Collaborate cross-functionally with Talent Acquisition, Learning & Development, People Analytics, and HR partners to ensure assessments are well-integrated and effectively adopted.

Data, Insights & Impact

• Leverage assessment data to inform talent decisions, talent planning, and development strategies.
• Conduct analyses on assessments to track outcomes, evaluate effectiveness, and continuously improve programs.
• Provide thought leadership on evidence-based talent practices and emerging trends in assessment, leadership development & competency modeling.

Minimum Job Requirements

Education

• Bachelor’s degree in Industrial/Organizational Psychology, Human Resources, Organizational Development, Business Administration, or a related field required

Certification / Licensure

• None required

Work Experience

• Minimum of 8 years of progressive HR, talent management, or assessment-related experience
• Demonstrated experience designing and implementing talent assessment and/or talent management programs
• Experience supporting selection an