Talent & Performance Manager

Description

The Talent Acquisition & Performance Management Manager is responsible for leading strategic talent acquisition initiatives and driving effective performance and conduct management across the organization. This role partners closely with CERO and HR Leaders, and business leaders to ensure hiring, HR onboarding, performance management, and compensation processes are consistent, compliant, budget‑aligned, and designed to support a high‑performance culture.

Below is a list of essential functions of this position. Additional responsibilities may be assigned in the position.

• Partner with Talent Acquisition Leader to strategically drive Talent Acquisition initiatives aligned with the business priorities
• Ensure all Talent Acquisition documents, tools, and processes are reviewed and updated annually
• Own the Performance process in the HRIS, ensuring timely launch, ongoing monitoring, and full completion of all employee performance reviews and/or corrective actions.
• Coach managers on performance issues, behavioral concerns, and corrective action processes
• Provide guidance on progressive discipline, documentation standards, and conduct management
• Partner with Learning & Development to ensure all managers receive appropriate training on performance management processes and expectations
• Oversight of FTE Budget for accuracy and alignment with performance

Build positive relationships with all employees by valuing their feelings and rights in both words and actions, and embracing other's unique beliefs, backgrounds, and perspectives by demonstrating:

• Respect through genuine regard for the dignity, perspectives, and contributions of all individuals. Communicate openly and professionally, listen actively, and treat others fairly and consistently.
• Place employees at the center of decision‑making by balancing organizational priorities with a clear understanding of employee needs and experiences.
• Open dialogue and psychological safety so individuals feel heard and respected.

Demonstrates strong business ethics and honest behaviors and the ability to positively influence and work with others to achieve excellent results by demonstrating:

• Leadership with vision, accountability, and influence, setting clear direction and expectations aligned with organizational goals. Empower others through coaching, feedback, and development, while modeling adaptability and resilience. Make informed decisions with confidence and integrity, and drive results by aligning people, processes, and strategy.
• Integrity through honesty, consistency, and ethical judgment in all actions and decisions while maintaining confidentiality and building trust with employees, leaders, and stakeholders.
• Collaboration effectively across teams, functions, and levels to achieve shared goals.
• Volunteerism by committing to community engagement and social responsibility by supporting and participating in volunteer and service initiatives.

Reflects skill, good judgement, positive conduct, and personal responsibility for assigned areas. Seeks to implement and leverage services and technologies that create efficiencies by demonstrating:

• Demonstrate accountability to all employees and the organization
• Proactively seek innovative ways to deliver efficient and effective results and resources.
• Professionally demonstrate ability to partner with senior leaders and drive HR programs in a regulated or compliance focused environment.

Supervisor drives strategic success from encouraging transparency, maintaining a focus on shared organizational goals, and making time for professional development. Supervisors are expected to hold regular one‑on‑ones with direct reports to provide them with an invaluable chance to align goals, offer guidance, and foster growth within their teams.

• Guides and drives the Talent Acquisition Team Leader and HR Performance Operations Associate
• Sets clear performance expectations, prioritizes work, and monitors outcomes to ensure alignment with organizational goals
• Provides coaching, feedback, and development support to strengthen team capabilities and succession readiness