About the Role
The company is seeking a Senior Manager to join the company Talent Management & Development team. This team plays a crucial role in ensuring that the company's most critical strategic asset—its talent—is effectively managed. The Senior Manager will execute core talent management processes and contribute to development experiences that facilitate growth for both leaders and employees. This role provides unique exposure to senior stakeholders and complex organizational challenges, ultimately shaping the company's talent culture on a large scale.
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All roles require digital fluency, including the ability to work with emerging technologies such as Generative AI tools (e.g., ChatGPT, Microsoft Copilot) to support everyday work.
Key Responsibilities
Talent Planning Execution
- Execute end-to-end talent management processes—performance management, succession planning, high-potential identification, and talent reviews—for assigned functions or regions, ensuring alignment with enterprise priorities.
- Apply success profiles and talent frameworks to assess readiness, identify development gaps, and support quality talent decisions throughout annual and mid-cycle milestones.
- Analyze talent data to develop insights, dashboards, and presentations that help senior stakeholders make informed decisions on succession, mobility, and development.
Development Pull-Through and Program Delivery
- Design, adapt, and facilitate leadership and professional-skills development experiences—workshops, assessments, and learning sessions—tailored to the needs of assigned populations.
- Support high-potential development programs and executive assessment or coaching engagements, tracking follow-through on career and development actions to ensure talent decisions drive real outcomes.
- Manage program logistics, stakeholder coordination, and milestone tracking across talent initiatives, applying strong project management discipline to keep delivery on schedule.
Partnership and Advisory
- Partner with PBPs and business leaders to consult on talent insights, development planning, and leadership readiness, embedding talent management frameworks into day-to-day business practices.
- Coordinate with Organizational Design & Effectiveness colleagues when talent or succession decisions raise structural questions, ensuring clear handoffs and connected outcomes.
- Contribute to the continuous improvement of TM&D tools and processes by providing user feedback and functional insights to improve design, adoption, and impact.
Culture and Capability Building
- Foster an inclusive environment by supporting talent practices that identify and develop diverse pipelines while ensuring equitable access to growth opportunities.
- Mentor and provide guidance to junior team members, sharing functional knowledge and program management practices that elevate the team's execution quality.
Qualifications
Basic Qualifications
- 8 or more years of relevant work experience with a Bachelor Degree, or at least 5 years of experience with an Advanced Degree (e.g., Masters, MBA, JD, MD), or 2 years of work experience with a PhD.
- Experience with talent management processes including succession planning, performance management, or high-potential identification.
- Experience facilitating workshops or development sessions with professional or leadership audiences.
- Experience partnering with HR or business stakeholders to implement talent or organizational development programs.
- Experience working with Workday or a comparable talent management system.
Preferred Qualifications
- 9 or more years of relevant work experience with a Bachelor Degree, or 7 or more relevant years of experience with an Advanced Degree (e.g., Masters, MBA, JD, MD), or 3 or more years of experience with a PhD.
- Expertise in talent management and development practices including succession modeling, success-profile design, and development pull-through in a complex, matrixed organization.
- Experience designing and delivering leadership or professional-skills development programs, including assessments, workshops, and cohort-based learning experiences.
- Experience with leadership assessments such as 360-degree feedback or Hogan, along with familiarity with adult learning methodologies and behavior-change principles.
- Knowledge of how to interpret and translate talent data into actionable insights and executive-ready presentations.
- Experience applying program and project management discipline to coordinate cross-functional talent initiatives through planning, delivery, and measurement.
- Proficiency in navigating ambiguity, managing competing priorities, and adapting plans in a fast-changing organizational environment.
- Knowledge of organizational design principles sufficient to recognize when talent decisions carry structural implications and coordinate effectively with OD&E partners.
- Experience communicating complex talent insights clearly and concisely to varied audiences, including senior business and HR leaders.
- Advanced degree in Human Resources, Organizational Psychology, Business, or a related field, or professional certification in coaching, talent assessment, or leadership development.
