**Position Summary:** The Manager of Talent Management will be responsible for creating and implementing talent management solutions that support the organization’s talent and business goals. These initiatives include Performance Management, Career Pathing, Talent Reviews, Succession Planning, and Employee Engagement Strategies. The Manager of Talent Management will partner with HR to build, implement and continuously improve company-wide talent programs, tools, feedback surveys, talent calibration and talent pool development tracking. **Key Responsibilities** **Performance Management Support** + Create and implement comprehensive performance management processes, tools, and materials, including guides and templates for goal setting, effective performance discussions, and feedback, aligned with leadership competencies. + Partner with HR on design and delivery of training for managers on performance management best practices, coaching techniques, and accountability. + Analyze annual performance evaluation results to pinpoint trends, gaps, and areas of opportunity across the organization, while providing proposed solutions. + Continuously monitor performance management processes and tools to ensure they meet the changing needs of the organization, by regularly soliciting feedback. Make updates to systems, tools, approaches, and best practices. **Talent & Succession Planning** + Create and implement processes and tools to aid leaders in identifying and developing high-potential employees and leaders. + Collaborate with HR leaders to create career paths, talent profiles, talent review, and succession planning tools and share best practices. + Partner with HR leaders to maintain talent review and succession planning documentation to obtain insights into high-potential leaders, critical roles, and status of development plans. + Create processes and tools that will aid in the facilitation of talent calibration sessions with leaders across the organization to ensure consistent and accurate identification of talent, alignment on performance standards, potential, and developmental needs. + Assist in gathering and compiling talent profiles for cross brand/functional calibration and planning meetings. **System & Process Improvement** + Evaluate and recommend performance and talent management systems and tools to support performance tracking, development, and to streamline talent processes. + Collaborate with IT and HR leaders to select and implement talent management technology that meets organizational needs. + Ensure that talent management software and tools are updated regularly, and support leaders in using them effectively. + Integrate core leadership competencies into all talent management processes, including assessment tools, recruitment, performance evaluations, development planning, and succession management to ensure a consistent framework for assessing and developing talent across the organization. + Partner with external assessment providers to ensure assessment tools reflect identified success factors for each role and conduct periodic validation studies. + Compile and analyze assessment data to provide updates that will guide development and succession planning. **Employee Engagement** + Research proven employee engagement techniques and strategies, ensuring they are effectively applied and tailored to the organization’s needs, while monitoring their impact on morale, productivity, and retention. + Partner with Learning and Development to design and implement practical toolkits, resources, and trainings focused on improving employee engagement and retention. + Lead initiatives to assess and improve employee engagement through feedback tools such as surveys, focus groups, and stay/exit interviews. + Partner with HR leaders to develop action plans to address engagement survey results and enhance the overall employee experience. **Metrics & Reporting** + Partner with Business Intelligence team to develop reports and dashboards to track the effectiveness of performance management, employee development, and engagement initiatives. + Produce and share talent reporting summaries across brands that identify critical talent metrics, including promotions, retention, turnover, high potential metrics, and succession health. + Use data and analytics to continuously improve talent strategies and processes. **Change Management & Stakeholder Engagement** + Serve as a change champion to foster a culture of accountability, development, and continuous improvement. + Engage key stakeholders in HR and business functions to ensure alignment and support for talent management initiatives. **Qualifications:** + Bachelor’s degree in Human Resources, Organizational Development, IO Psychology, or related field. + 7+ years of experience and demonstrated success in a role with direct responsibility supporting talent management projects and initiatives. + Familiarity with best-in class talent and performance management software and tools. + Proficiency in talent management systems, with experience selecting, and implementing new technologies. + Demonstrated success in building, implementing, and maintaining performance and talent management systems, including identification of inefficiencies. + Experience in competency management, talent development, leadership and high potential development, and succession planning. + Ability to simultaneously manage multiple priorities and projects at a fast-pace. + Proven ability to build strong relationships and influence leaders and cross-functional teams. + Strong business acumen, analytical, and consultative skills. + Strong project management abilities throughout the talent management process. + Excellent communication, coaching, and facilitation skills. + Experience in utilizing change management principles to drive process improvement and organizational change. + Data-driven mindset with the ability to leverage metrics to drive continuous improvement. · Experience working independently and cross-functionally. · Certification in talent management or organizational development (e.g., SHRM-SCP, CPLP, or equivalent) is a plus. **Why Work for Flynn?** Flynn Group offers a variety of benefits and perks to encourage and empower our employees. We are committed to helping each employee work and live to his or her fullest potential. We offer a variety of benefits and perks while working for us: + Medical/Dental/Vision + Retirement and Savings Plan + Short- and Long-Term Disability + Basic Life Insurance + Voluntary Life Insurance + Tuition Reimbursement + Paid Time Off + Flexible/Hybrid Work Schedules + Company Outings + Dining Discounts + PC/Laptop Purchase Assistance + On-Site Fitness Center + On-Site Daycare + On-Site Café + FUN Work Environment! **The Flynn Group is an Equal Opportunity Employer**