Manager, Talent Management & Engagement

The Talent & Engagement Manager supports SES’s global talent management, performance, leadership development, and engagement programs end-to-end, from business case and design through deployment, adoption, and measurement. The role is SES’s subject matter expert on talent frameworks, translating workforce insight into decisions that advance business objectives and cultural priorities. Working within broad guidelines and with a high degree of autonomy, it sets program direction and influences senior stakeholders across regions and functions.

This is a senior individual contributor role that delivers impact through program ownership and deep expertise.

Primary functions are listed in order of importance, with the approximate percentage of time spent on each over the course of a year. The role carries no supervisory responsibility. Decisions shape how talent, performance, and engagement processes operate across the enterprise; changes to policy, investment, and program design are recommended to the Senior Manager, Talent Management & Engagement for approval.

• Performance Management (25% of time)
  • Support the global performance management cycle end-to-end, running the operational backbone of each cycle: system readiness and configuration, population and data accuracy, cycle communications, and the calendar that keeps employees and managers aligned on priorities and timelines.
  • Create and deliver the enabling resources for each cycle: manager and employee guides, toolkits, training sessions, FAQs, and office hours.
  • Track cycle progress and completion across regions, troubleshoot issues as they surface, and elevate risks.
  • Analyse cycle outcomes. completion rates, rating distribution, and business feedback; recommend evidence-based improvements year over year.
• Leadership Development (25% of time)
  • Own the leadership development portfolio end-to-end for people managers and emerging leaders globally, aligning programming to SES’s four leadership development pillars and covering vendor and facilitator selection, delivery, and evaluation.
  • Maintain the leadership capability framework and the learning pathways beneath it, keeping both aligned to business strategy and in support of leadership needs.
  • Direct end-to-end delivery of virtual and live programs, whether hosted internally or through external vendors, including logistics, facilitation support, participant experience, and the supporting assets (campaigns, decks, toolkits, and surveys).
  • Measure impact beyond attendance: behaviour change, capability growth, and business outcomes.
  • Advise HRBPs and business leaders as the internal expert and escalation point on leadership development, and manage the associated budget line and external partner relationships.
• Employee Engagement & Culture (20% of time)
  • Partner on the global engagement survey end-to-end: planning, communications, insight generation, and action planning that drives visible follow-through.
  • Support the initiatives that strengthen company culture and the employee experience, including team development, belonging, recognition, and well‑being.
  • Maintain and update the Talent Management & Engagement intranet pages and resource library in partnership with Corporate Communications.
• Data Insights & Reporting (15% of time)
  • Define the metrics that matter, then generate, analyse, and interpret data on employee engagement, performance, development, and retention.
  • Support reporting on global HR KPIs, dashboards, and analytics for the Talent Management & Engagement portfolio.
  • Translate analysis into clear recommendations and trade‑offs and present them directly to HR leadership and business unit executives.
• Vendor Management (15% of time)
  • Select and manage the external vendors…