Talent Manager

-6+ years of experience in Talent Management, Organizational Development, or HR Business Partner roles.

-Proven background supporting the Talent Management Cycle for 300+ corporate salaried employees, including performance, talent reviews, and promotions.

-Demonstrated success influencing and gaining alignment from executive‑level stakeholders.

-Strong strategic presentation skills, with the ability to lead senior‑level discussions and talent calibration sessions.

-Experience driving or owning succession planning, 9‑box or talent review processes.

-Ability to “gatekeep” and enforce standards across performance, development, and talent processes.

-Skilled at interpreting people data and using insights to guide workforce and talent decisions.

-Able to operate effectively at both strategic and hands‑on levels in a fast‑moving environment.

-Comfortable using technology, AI tools, or automation for streamlining HR workflows (e.g., for write‑ups, reporting, or synthesis).

Nice to Have Skills & Experience

-Experience using AI platforms (e.g., ChatGPT Enterprise) to enhance calibration documentation, feedback quality, or program reporting.

-Background designing or managing high‑potential or leadership development programs.

-Prior experience supporting workforce planning, role definition, leveling, or org design.

-Familiarity with goal‑setting frameworks and modern performance methodology.

-Exposure to talent dashboards, People Analytics tools, or HRIS optimization projects.

Job Description

Insight Global is looking for a Global Talent Manager onsite in Dallas, TX. The Global Talent Manager will oversee high‑impact, enterprise‑wide talent programs that strengthen performance, internal mobility, and succession readiness across a large corporate workforce. This role carries high visibility and requires someone who can confidently influence senior executives, guide decision‑making, and present strategic recommendations in a compelling way.

You will lead the full Talent Management Cycle for a salaried population of 300+ employees, ensuring processes are well‑structured, consistent, and aligned to organizational goals. This includes driving annual and mid‑cycle talent reviews, succession planning discussions, goal‑setting alignment, and performance calibration. The manager will refine and uphold core talent processes, gatekeep standards, and ensure data integrity across all talent systems.

This position partners closely with HRBPs, department leaders, People Analytics, and HRIS teams to create clarity around role expectations, leadership pipelines, and workforce planning decisions. You will also integrate AI‑enabled tools to simplify workflows, improve reporting accuracy, and speed up execution.

Key areas of ownership include talent planning, performance frameworks, development infrastructure, high‑potential program design, and workforce planning strategy.