Director, Talent Management

Brand:

Bagel Brands is the parent company for your favorite breakfast brands, Einstein Bros. Bagels, Bruegger's Bagels, Noah's NY Bagels, and Manhattan Bagel. We believe in the bagel and how it has the unique ability to bring people together. Our team has a standard set of values and behaviors that allow us to spread a little more joy and happiness in the world.  They let us laugh, smile, and enjoy each other’s company a little more. These are the behaviors that guide how we work, how we treat each other, and how we treat our guests. We believe that there is no better way to make someone’s day than with a warm, fresh-baked bagel and a heart-felt good morning.

POSITION MISSION

The Director, Talent Management will lead the development and execution of the company’s talent strategy across Talent Acquisition, Workforce Planning, Employer Branding, Performance Management, Leadership Development, Succession Planning, and Retention. This is a highly visible and hands-on role that works closely with cross-functional leaders to ensure the company attracts, develops, and retains exceptional talent to support operational performance and business growth.

This leader will partner with Operations, People Business Partners, and senior leadership to drive scalable, people-first talent programs that build leadership capability, enhance engagement, and strengthen the internal talent pipeline.

Why Join Us?

• High-impact role at the center of our people-first strategy.
• A chance to shape and build talent programs from the ground up.
• Collaborative and fast-paced culture with opportunities for innovation.
• Competitive compensation and benefits package.
• Opportunity to make a meaningful difference across a growing, purpose-driven organization.

RESPONSIBILITIES INCLUDE, BUT ARE NOT LIMITED TO

Talent Acquisition & Workforce Planning

• Lead the Talent Acquisition function, ensuring alignment between recruiting efforts and business needs across both bakery and support center roles.
• Partner with people business partners and operations leadership to assess hiring needs and build proactive workforce plans.
• Elevate the company’s employer brand and candidate experience to attract top-tier talent in a competitive labor market.
• Leverage recruitment technology and data to optimize sourcing, selection, and hiring processes.

Leadership & Talent Development

• Design and implement leadership development programs to build a strong internal pipeline for management and executive roles.
• Develop and maintain talent assessment tools and success profiles to guide hiring, promotion, and development decisions.
• Create structured career pathing frameworks to support internal mobility and long-term employee growth.
• Partner with Learning & Development teams to deliver targeted skills development initiatives across all levels.

Performance Management & Succession Planning

• Lead the performance management process, ensuring clear goal-setting, timely feedback, and effective development conversations.
• Facilitate annual talent reviews and succession planning in collaboration with People BPs and business leaders.
• Drive succession planning strategies to identify and cultivate future leaders within the organization.
• Identify high-potential talent and create plans for their accelerated development.

Employee Retention & Engagement

• Lead the execution of the annual employee engagement survey and translate insights into actionable strategies.
• Monitor and analyze turnover and engagement data to identify trends and root causes.
• Partner with People team and Operations to develop and implement programs that improve engagement and reduce unwanted attrition.

Talent Analytics & Operational People Discipline

• Use people analytics to inform talent decisions, measure program effectiveness, and identify future talent needs.
• Ensure consistency and rigor in execution of all talent-related processes, with a strong focus on compliance, accountability, and operational excellence.
• Report on key talent metrics and outcomes to the People, operations, and executive teams.

REQUIRED KNOWLEDGE, SKILLS & ABILITIES

• 7–10 years of experience in Talent Management, Talent Acquisition, or broader HR leadership, preferably in hospitality, restaurant, retail, or other field-based, high-volume industries.
• Demonstrated experience designing and implementing talent strategies that support growth and business goals.
• Strong stakeholder management and com