Manager, Talent Learning

Position Summary

The Manager, Talent, Performance & Learning is a program leader responsible for designing, operating and continuously improving enterprise talent, performance and learning practices. This position owns the programs, processes, platforms, governance and measurement that enable leaders, managers and employees across the organization to build capability, strengthen performance and grow internal talent.

This highly visible role translates business and talent priorities into scalable solutions, including performance management, leadership and manager development, learning platforms, talent reviews, succession and career development. The manager serves as the central program owner and connector across HR, business leaders, subject matter experts and external partners, ensuring programs are practical, consistent, well communicated and measurable. The role also manages the Performance and Talent Coordinator, providing day-to-day direction, prioritization, coaching and oversight to ensure strong execution and continuity across programs.

The manager serves as the central program owner and connector across HR, business leaders, subject matter experts and external partners, ensuring programs are practical, consistent, well communicated and measurable. The role also manages the Performance and Talent Coordinator, providing day-to-day direction, prioritization, coaching and oversight to ensure strong execution and continuity across programs.

• Own the end-to-end annual performance management and goal-setting strategy, calendar, governance and employee experience across corporate and other assigned populations.
• Lead US UKG performance administration, including process design, review templates, launches, eligibility and competency rules, workflow, sign-off, electronic signatures, troubleshooting and cycle closeout.
• Develop clear manager and employee guidance for common scenarios and exceptions, such as new hires, internal transfers, manager changes and population-specific requirements.
• Create and maintain communication plans, toolkits, training, project plans, process documentation, reporting standards and decision logs that drive consistency, reduce process risk and support continuity across talent and performance cycles.
• Manage the Performance and Talent Coordinator, setting priorities, assigning work, providing coaching and feedback, and ensuring strong execution of core talent, performance, learning administration, data, communications and program logistics.
• Lead talent review and calibration processes, succession planning, high-potential identification and development planning in partnership with HR and business leaders.
• Build practical career development resources, learning pathways and tools that increase role clarity, internal mobility and employee ownership of development.
• Serve as a trusted resource to HR leaders across the organization on talent, performance and development processes, providing practical guidance, troubleshooting support and consistent interpretation of program expectations.
• Lead talent and performance work streams as part of the new HRIS implementation, partnering on global process design, system requirements, testing, change management, stakeholder communications, dashboard/reporting needs and local implementation to ensure alignment with enterprise standards while addressing regional business needs.

• Lead the strategy, annual roadmap and execution of enterprise leadership and manager development programs, including Leadership Masterclass and Corporate/Dealer Manager Essentials.
• Own program design and operating models, including audience and selection criteria, curriculum, facilitator strategy, communications, logistics, participant experience, governance, evaluation and continuous improvement.
• Manage relationships with internal sponsors, facilitators, subject matter experts and external partners, including Wharton, coaching providers and other vendors; oversee related budgets, purchase orders, invoices, contracts and renewals in alignment with company processes.
• Coordinate cohort activities such as nominations, kickoff, coaching, ambassador or mentor matching, participant tracking and manager engagement.
• Use feedback, participation data, stakeholder input and business needs to refresh content, assess program outcomes, manage integrated program calendars and recommend future curriculum priorities.