Overall Job Summary

The Senior Manager, Talent Management will collaborate and partner with HR Senior Leadership Team and other HR team members in the planning, development, implementation and administration of Talent Management strategies and programs such as performance management, talent reviews, succession planning, assessments & career development. They will create, implement, and manage talent strategies and solutions in order to achieve critical business initiatives, partnering with various stakeholders and functions to deliver solutions proactively, quickly and effectively.

Essential Duties and Responsibilities (Min 5%) Effectively lead a team that is responsible for both the design and execution of talent management processes. Connect and collaborate with Talent Acquisition to develop talent pools and pipelines for both core and critical roles.  Lead and manage the execution of the annual performance management, talent review and succession planning processes, collaborating with HRIS, HR Business Partners, Total Rewards, and other key business stakeholders Lead and manage competency strategy, assessments associated with competencies, and the associated training, communication and change management processes to implement as needed. Partner with L&D team to build leadership bench through development initiatives, coaching, and development  Lead continuous improvement of the Talent Management Experience for the best possible experience for our managers and Team Members. Manage external vendors to develop and implement talent management and development initiatives that support the company’s objectives Lead Career Pathing and Development for the company in alignment to overall HR strategy and leadership direction. Drive reporting and measurements of the effectiveness of talent initiatives, including sharing insights with relevant stakeholders and adjusting as necessary Identify opportunities to further integrate technology-based solutions to meet organizational needs and facilitate talent related processes.  Provide coaching and guidance to HR and other cross-functional management on organizational growth and development Lead and execute organizational change management frameworks and best practices to support the company’s need to scale while maintaining our core values and culture Lead talent gap analysis, process mapping, role segmentation, strategy alignment, scenario planning and organizational design engagements in partnership with stakeholders to achieve improved organizational design and effectiveness. Conduct talent gap and needs analysis to anticipate and communicate current and emerging organizational needs; stays current on trends in leadership and organization development proactively providing consultation to appropriate stakeholders
  Required Qualifications

Experience: Minimum of 8 years of progressively increasing Human Resources experience in two or more specialized functions (e.g., talent management, succession management, leadership development, learning & development, performance management) with at least 3 years leading Talent Management initiatives.

Education: Bachelor’s degree in Human Resources, Business or related field is required.  Systems experience with SAP Successfactors is strongly preferred.  Any suitable combination of education and experience will be considered.

Preferred knowledge, skills or abilities Strength in building trusted relationships and collaborating across teams – peers, senior leaders, and direct reports Strong project  and change management skills Demonstrate flex of communication and consultative styles and approach with proven ability to build credible relationships, influence and gain commitment of senior leaders, internal business partners and key stakeholders Energized by innovation, ambiguity, and the need to prioritize with the end-user in mind; listens and learns from external + internal insights Easily sees connections and strategic opportunities – and knows how to balance those with delivering on current priorities Strong written, verbal, and interpersonal skills that convey complex ideas in a simplified manner; as well as prioritization and planning skills – with strong attention to detail. Experience with creating Board of Directors level presentations and materials. Proficient in Microsoft Office products (PowerPoint, Excel) Strong analytical skills and experience using and presenting data to make decisions. Demonstrate ability to effectively manage multiple projects with overlapping tasks Proven track record of sound decision making, taking proactive ownership, and delivering results. Ability to build strong relationships and influence others while working in a cross functional environment, including senior members of the business.  Ability to handle responsibilities independently, while exercising good judgment in problem solving and keeping team members adequately informed.

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Working Conditions Hybrid / Flexible working conditions Occasional travel required Physical Requirements Sitting Standing (not walking) Walking Reaching overhead Kneeling/Stooping/Bending Lifting up to 20 pounds Disclaimer

This job description represents an overview of the responsibilities for the above referenced position.  It is not intended to represent a comprehensive list of responsibilities.  A team member should perform all duties as assigned by his/ her supervisor.