Talent Programs Manager

We are Aaron’s - an industry leader in the sales and lease-to-own retail industry, known for quality brand names and superior customer service. We provide our team members with the opportunity to reach their full potential in a team-oriented, high-energy, recognition-based environment with competitive pay and benefits. This is much more than a job – it is a career with purpose.

This position is based in Atlanta, GA in our Galleria office and is a hybrid role. Applicants in CA, CO, DC, HI, IL, MD, MA, MN, NJ, NY, RI, VT, and WA are not eligible for this posting.

The Talent Programs Manager (TPM) you’ll never be bored in this role – Reporting to the Director, HR Strategy and Talent, the TPM is the architect of the Talent team. This role builds frameworks, tools, experiences, and leadership programs that shape how talent grows, performance shows up, and leaders lead at Aaron’s.

This role will turn enterprise talent priorities into simple, practical programs that leaders and employees can (and want to) use. The role works closely with HR, Operations, Ops Training, Communications, and other learning partners to ensure programs are aligned, non-conflicting, and easy to adopt as business needs evolve. Hybrid HQ presence is required.

• 8-10 progressive and successful YOE with the following:
  • Reputation – A credible talent expert with real-world experience building and delivering high-quality solutions. Detail-oriented, collaborative, and business-minded—keeps work moving, prioritizes effectively, and builds trust as both coach and coached. People look forward to working with them.
  • Talent Development – Designing or supporting leadership development, competencies, or performance frameworks with the ability to anticipate what employees need to be successful.
  • Program Design & Systems – Proven success turning complex talent concepts into simple, practical frameworks and tools, paired with working proficiency in the platforms, systems, and content tools needed to build, deliver, and activate those programs.
  • Cross-Functional Alignment – Working with HR, Operations, Ops Training, and other learning teams to launch aligned, practical talent programs, supported by experience in complex environments that span field and corporate teams.
  • Change Readiness – Experience preparing organizations for new talent programs or transitions by anticipating risks, aligning partners, supporting smooth integrations or rollouts, and ideally bringing formal change management training or certification.
  • Simplification & Communication – Demonstrated ability to distill complex ideas into clear, clean, and plain-language guidance that drives understanding, adoption, and action. Can anticipate what's needed to get messaging across and can adjust to the audience seamlessly.

• Build a straightforward, real-talk competency model that is usable enterprise-wide.
• Design and support leadership development experiences and curriculum.
• Own performance management framework including goals, feedback, & cycles.
• Partner with HRBPs, and Ops to keep leadership-related content aligned and consistent.
• Translate leadership and performance expectations into clear, plain-language tools.

Success looks like: Capability and performance is visibility strengthened across the org. because expectations are simple, development experiences are relevant, and the performance framework drives real accountability and better conversations we can measure impact for.

• Design talent programs that stay adaptable and grounded in real field and business needs.
• Turn complex talent concepts into practical, user-friendly tools employees want to use.
• Own the content and experience design for new hire orientation and onboarding.
• Identify and partner with key stakeholders to align and streamline learning experiences.
• Create role clarity/dev. tools, succession paths & resources to simplify growth expectations.

Success looks like: Talent programs are simple, practical, and widely adopted because the experiences are…