Talent Development Manager

Job Title

Are you ready to make an impact at DTCC?

Do you want to work on innovative projects, collaborate with a dynamic and supportive team, and receive investment in your professional development? At DTCC, we are at the forefront of innovation in the financial markets. We are committed to helping our employees grow and succeed. We believe that you have the skills and drive to make a real impact. We foster a thriving internal community and are committed to creating a workplace that looks like the world that we serve.

Human Resources is a strategic partner to the business, dedicated to managing DTCC's human capital initiatives, sustaining a work environment that promotes excellent performance across the organization and developing and retaining a global workforce that contributes to DTCC's strategy and business imperatives.

The Impact you will have in this role:

The Talent Management & Development team delivers processes and programs which engage, develop, and retain organizational talent. Our team delivers talent solutions which enable leaders to assess, develop, engage, and progress every employee to optimize individual and organizational performance. Through these efforts, our strategic goal is to build a robust and diverse pipeline of future leaders, with the right capabilities to thrive in leadership roles and create competitive advantage for DTCC, now and in the future.

The Senior Associate, Performance Management & Employee Engagement, is responsible for designing, executing, and continuously improving core talent processes that drive a high-performance, engaged workforce. This role ensures consistent, meaningful performance conversations, strengthens employee experience insights, and translates data into actionable strategies that align with enterprise priorities.

Your Primary Responsibilities:

• Performance Management Execution & Enhancement
  • Lead end-to-end performance management cycles (goal setting, career conversations, mid-year, year-end), ensuring strong adoption and consistency across the organization
  • Operationalize performance frameworks aligned to business goals and Leadership Expectations (e.g., "what" and "how" performance criteria)
  • Support calibration processes and ensure fairness, transparency, and quality of performance ratings
  • Develop tools, templates, and guidance to enable effective manager-employee performance conversations
  • Determine a communication strategy for the performance process and partner closely with the communications team to execute
  • Identify and implement process improvements to enhance clarity, efficiency, and employee understanding
• Manager & Employee Experience Enablement
  • Equip managers with resources, training, and coaching to improve the quality of feedback and performance discussions
  • Drive adoption of best practices in goal setting, career conversations, development planning, and continuous feedback
  • Design and facilitate information sessions to employees and people managers to bring awareness to the enterprise tools and resources
  • Partner with HRBPs, Employee Relations, and business leaders to address performance-related challenges and elevate capability
  • Partner closely with the Talent Development team on the resources and tools that managers need during the talent lifecycle and ensure these are built into the manager upskilling programs
• Employee Engagement Strategy & Insights
  • Lead enterprise engagement survey cycles (design, launch, analysis, and action planning)
  • Analyze engagement data to identify trends, risks, and opportunities at enterprise and segment levels
  • Translate insights into targeted interventions that improve engagement, retention, and team effectiveness
  • Partner with leaders to embed engagement actions into business priorities and track progress over time
• Data, Analytics & Reporting
  • Develop dashboards and reporting frameworks to monitor performance outcomes and engagement trends
  • Partner closely with HRBPs on the year-end Ratings Calibration process, providing accurate data and staying abreast of changes
  • Synthesize qualitative and quantitative data into clear, executive-ready insights
  • Ensure data integrity and alignment across performance, engagement, and broader talent metrics
• Stakeholder Management & Governance
  • Serve as a key liaison across People Development, HRBPs, and business leaders
  • Drive alignment on process design, timelines, and communications
  • Maintain governance and documentation for performance and engagement processes

Qualifications:

• Minimum of 6 years of experience in talent management, HR, or organizational effectiveness
• Experience supporting performance management processes and/or employee engagement programs
• Strong analytical skills with ability to translate data into actionable insights
• Proven ability to manage complex, cross-functional processes
• Strong communication and stakeholder management skills
• Ability to partner, coach, and develop junior team members in an agile environment without direct / formal authority

Talents Needed for Success:

• Process Excellence: Ability to design and improve scalable talent processes
• Data-Driven Decision Making: Comfort working with engagement and performance data
• Data and Story-Telling: Strong analytical and strategic thinking skills, with the ability to interpret data, identify trends, and apply insights
• Consultative Mindset: Ability to influence leaders and drive behavior change
• Execution & Ownership: Delivers high-quality outcomes in a fast-paced environment
• Collaboration: Works effectively across People Development and business stakeholders
• Technical Expertise: Experience navigating Human Capital Management systems and ability to troubleshoot system issues
• Communication: Excellent verbal and written communication and facilitation skills, with the ability to influence senior leaders, build trust‑based relationships, and adapt communication for diverse stakeholders
• Project Management: Demonstrated strength in project management, leading multiple complex initiatives simultaneously while maintaining strong organizational skills, prioritization, and execution discipline
• Agility: Highly proactive, flexible, and comfortable working in a fast‑paced, evolving environment, consistently driving productivity and delivering high‑quality results

The salary range is indicative for roles at the same level within DTCC across all US locations. Actual salary is determined based on the role, location, individual experience, skills, and other considerations. We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.