Senior Manager - Talent Development

Our associates celebrate lives. We celebrate our associates. The Sr. Manager, Talent Planning & Performance leads a team and owns the overall, design, execution, and continuous improvement of SCI's core talent programs: performance management, talent reviews and succession planning, high-potential identification, career development, competency and skills management, and mentorship. The role shapes forward-thinking recommendations and frameworks that inform enterprise Talent strategy, while personally driving the day-to-day execution, governance, and stakeholder experience that make those programs impactful.

It also serves as the functional lead for talent capabilities in Workday and connects talent programs across Talent Development, HR Business Partners, Workforce Planning, and HR Technology.

"SCI” refers to Service Corporation International and its affiliates.

Set the team's short- and long-term goals in support of department and company objectives and communicate their business impact to senior stakeholders.

Lead, coach, and develop a team of Talent professionals, providing feedback, workload allocation, and clear standards for program design and delivery.

Build a collaborative, service-oriented team culture focused on quality, continuous improvement and impact.

Own project management and execution of assigned Talent programs while contributing innovative, subject-matter expertise and recommendations that shape the enterprise Talent strategy.

Make execution decisions within approved frameworks, budgets, and standards; escape strategic trade-offs to senior leadership.

Advise and influence senior leaders through data, insights, and recommendations that support talent discussions and decisions.

Build and sustain partnerships across Learning & Development, Recruiting, HR Business Partners, Compensation, and HR Technology, connecting programs to broader business strategy and bringing in external best practices.

Own the annual performance cycle tools, communications, training timelines, and calibration support and adapt it as organizational needs evolve.

Partner with and influence HR Business Partners and business leaders to keep the process results-oriented, current, and effective.

Manage and execute enterprise talent-review and succession planning processes, partnering with HR and business leaders to drive consistency, calibration, and actionable outcomes.

Track pipeline health for critical and leadership roles, using data to surface talent gaps, risks, and bench-strength opportunities, and partner with leaders on actions to strengthen internal talent supply.

Connect recruitment and talent development by surfacing internal candidates for critical and leadership roles.

Manage identification, tracking, and differentiation of high-potential talent using established frameworks, partnering with business leaders and Learning & Development on assessment and development follow-up.

Partner and support HR Business Partners on opportunities to enhance team and organization performance.

Build frameworks and tools that support career development, clarify career paths, progression expectations, and development requirements.

Align career programs with competency models in partnership with Learning & Development, and champion career ownership across the organization.

Manage and evolve SCI's Success Behavior (Competency) and Skills framework, including model maintenance, assessment support, and…