Talent Management Program Manager

POSITION SUMMARY: The Talent Management Program Manager will support the design and implementation of company-wide talent processes that help create a culture of high performance and support employee career growth, development, and retention. The incumbent will collaborates and consult with HR Systems in the design and use of tools and technology that enable key talent processes. The Talent Management Program Manager will also desgin, implement and maintain career development philosophy by individual contributors and people leaders. The incumbent will provide training, education and resources to employees, HR, and leaders to enable employee self-service and support the execution of talent motions and drive leader accountability. The Talent Management Program Manager will leverage company talent data to help identify and address workforce gaps, and to help define common career paths to help drive employee engagement and retention.

PRINCIPAL RESPONSIBILITIES:

• Design and implement company-wide talent processes including talent review, succession planning, and end-of-year performance review.

• Oversee the design and implementation of company-wide career development strategy aligned to company culture and values. 

• Collaborate and partner closely with HR Systems SMEs to design and build tools and technology that enable talent motions.

• Collaborate and partner with HRBPs, creating a continuous feedback loop to align talent motions with business needs and objectives

• Measure the impact of talent processes using data; use findings to support recommend and implement enhancements and new intiatives

• Leverage data to help identify common career paths.

• Create and maintain career pathing resources that support education and increase awareness for employees and people leaders.

• Design and deliver leader resources and training for each talent motion. 

• Conduct analyses of key talent data to identify organizational talent trends; identify gaps and risks; provide recommendations to senior HR leadership. 

• Develop a compelling story / business case / other presentation that leverages data for an executive audience.

• Performs other non-essential duties as assigned or may be necessary.

QUALIFICATIONS:

• Proficient in Microsoft Office Suite (e.g., building a cohesive story in PowerPoint, generating and interpreting pivot tables and graphs, and V-lookups in Excel).

• Excellent analytical skills with demonstrated ability to articulate data driven recommendations.

• Proven ability to manage multiple projects and priorities in a fast-paced environment.

• Demonstrated ability to interact easliy with all levels within the organization with a high level of collaboration and influencing skills. 

• Ability to organize data for presentations with clarity and insight.

• Deep undertanding of annual talent processes, including Performance, Talent Calibration, and Succession Planning.

• Keen understanding of Workday and how tasks and business processes can be used to support talent motions. 

• Demonstrated ability to leverage data and business acumen to develop insights and provide recommendations for continuous improvement of talent motions. 

• Proven track record of owning and driving career development initiatives to support employee engagement and retention.

MINIMUM REQUIREMENTS:

• 4-7 years of experience managing or supporting annual talent processes including Performance, Talent Calibration, and Succession Planning. 

Rewarding Compensation and Benefits

Eligible employees can elect to participate in:
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care and dependent care spending accounts. 
• Short- and long-term disability.
• Life insurance and accidental death & dismemberment insurance.
• Employee and Family Assistance Program (EAP).
• Employee discount programs.
• Retirement plan with a generous company match.
• Employee Stock Purchase Plan (ESPP).

The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibil