Manager, Talent Management

The Manager, Talent Management is a pivotal role focused on leading the organization's Talent Management function and programs to foster a high-performing and growth-oriented culture. In alignment with business strategies, this role leads a team of Talent Management (TM) Consultants to implement, mature and maintain talent management programs that deliver impactful talent solutions, drive change, build organization capability, and enhance organization effectiveness and performance. The Talent Management team consults on and leads concurrent talent projects/programs of varying size, duration and complexities and develops and execute change management in service of talent management programs.

• Leads the continued maturity and implementation of enterprise level strategic talent programs and projects of varying complexity; initial programs will be focused on Talent Review and Succession Planning and Performance Management and Rewards.
• Develops and leads program structure and approach for implementation of talent management programs. Leads committees and work groups charged with implementing or depending upon talent management programs.
• Uses talent management program data as well as internal and external insights to identify trends aligned with our long-term talent management strategy. Recommends program enhancements in alignment with functional and enterprise goals.
• Responsible for compelling executive reporting on Talent Management programs, including materials for Board of Directors updates. Leads the coordination and support of internal and external-facing communications by easily and effectively communicating complex ideas to a variety of levels of sponsors, stakeholders, and end users, including executive and board audiences.
• Leads through others, models and drives change management application and mindset. Applies change management approaches to enhance effective stakeholder engagement and implementation of organization initiatives. Monitors and measures effectiveness and adoption of programs through change management.
• Leads the Talent Management team in the planning and execution of projects/programs against project plans, change management plans, go-live and business readiness plans. Monitors project measurement and outcomes and leads insights from lessons learned that can expand, improve and evolve the program and project scalability.
• Develops high performing teams, provides leadership, coaching and mentoring to Talent Management Consultants and other project team or department members. Provides professional/technical guidance to team members.
• Establishes relationships as a trusted advisor with cross functional partners and leads the Talent Management team to do the same. Builds and maintains relationships with key stakeholders including but not limited to, Organizational Effectiveness, Talent Acquisition, Talent Development & Learning, Diversity Inclusion & Belonging, Total Rewards and HR Technology to ensure that talent management strategies and programs are aligned with enterprise talent priorities and effectively executed.
• Maintains a strong understanding of current talent management trends, technologies, and methodologies. Develops and shares best practices, provides analysis, consultation, gap assessment, team facilitation and solutions.
• Through application of comprehensive systems thinking and business acumen, leads across multiple business functions to drive alignment and implementation of Talent Management strategies, programs and practices that enable business strategy, priorities and/or minimize risks.

• 8+ years of related experience with a Bachelor’s degree; 1+ years supervisory/management.
• BA/BS in related field or equivalent practical experience. Master’s degree preferred 8+ years of HR Business Consulting experience preferred. 1+ year experience leading HR business partners, OEC's or related function preferred.
• Expertise in developing, implementing, and managing strategies and enterprise programs for performance management, succession planning, and org effectiveness.
• Demonstrated knowledge of developing, articulating and executing strategy within a matrix HR delivery system. Experience working in a shared services/COE environment.
• Ability to logically and efficiently structure ambiguous problems, identify sources of data, conduct complicated analysis, identify key insights and recommended actions.
• Strong analytical and synthesis skills. Demonstrated ability to conduct and interpret quantitative/qualitative analysis. Able to extract key themes from disparate data points to develop a coherent overview.
• Demonstrated track record of influencing executive leaders (VP+) to achieve strategic initiatives through effective business and leadership practices. Comfortable with negotiation, conflict resolution, and delivering an oppo