Mgr- Talent Management

The Talent Manager is responsible for operationalizing and sustaining talent management programs that support organizational effectiveness, leadership capability, and employee growth. This role partners closely with HR Business Partners (HRBPs), working in alignment with HRBP leadership, and collaborates with other HR partners and internal stakeholders to implement and scale enterprise talent strategies defined by HR leadership. This role serves as the primary owner of talent management processes, tools, and resources, ensuring consistent execution, scalability, and practical application across the organization.

In addition to program ownership, the Talent Manager plays a key role in enabling and influencing consistent talent outcomes by supporting the application of talent frameworks and providing enterprise perspective during calibration, succession, and talent review discussions in partnership with HRBPs.

The Talent Manager focuses on building and maintaining frameworks, coordinating enterprise processes, developing leader-facing resources, and delivering data‑driven insights that enable HR Business Partners and leaders to drive effective, consistent, and equitable talent decisions.

• Talent Management & Succession Planning:
  • Coordinate and maintain enterprise succession planning processes, including timelines, tools, templates, and documentation.
  • Partner with HR Business Partners to prepare for and co‑facilitate succession discussions with leaders, ensuring consistent application of talent frameworks and criteria.
  • Provide enterprise perspective and insights during talent discussions to help identify gaps, risks, and development opportunities.
  • Maintain talent data, readiness tracking, and reporting to provide visibility into bench strength, gaps, and organizational risk.
  • Prepare materials and support logistics for talent review cycles, including documentation and follow‑up actions.
  • Develop and manage tools and resources that support ongoing talent planning conversations across the organization.
  • Provide insights and trend analysis to HR leadership to inform succession strategy and workforce planning decisions.
• Performance Management:
  • Own the administration, documentation, and continuous improvement of performance management processes, timelines, and systems.
  • Develop and maintain practical tools and resources to support goal setting, feedback, performance conversations, and evaluation practices.
  • Coordinate and co‑facilitate calibration processes, including scheduling, materials, facilitation support, documentation, and reporting summaries.
  • Partner with HR Business Partners during calibration sessions to ensure consistent application of performance standards and criteria across teams.
  • Provide real‑time guidance and constructive challenge during calibration discussions to support alignment, mitigate bias, and maintain rating integrity.
  • Analyze performance trends and provide insights to HR leadership to inform strategic improvements and leader enablement needs.
• Leader Enablement:
  • Develop practical, scalable resources such as toolkits, templates, guides, FAQs, and conversation frameworks related to talent management.
  • Translate enterprise talent strategies into actionable tools that HR Business Partners and leaders can apply in day‑to‑day practices.
  • Focus on enabling the application of talent practices through tools and resources; partner with HRBPs to support leader effectiveness rather than directly delivering formal training or standalone coaching.
  • Partner with L&D to identify leadership capability gaps and align existing or future training solutions where appropriate.
• Career Pathing & Internal Mobility Support:
  • Support alignment and integration of career development frameworks and pathways defined by HR and cross‑functional partners with broader talent management processes (e.g., performance management, succession planning).
  • Maintain and administer tools, resources, and systems that provide visibility into career progression and internal mobility opportunities.
  • Partner with HR Business Partners and cross‑functional teams to support visibility of established career development resources and…