Talent Management Sr Program Manager

Senior Program Manager in Talent Management

Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact.

As a Senior Program Manager in Talent Management, you will be an integral leader within the Global Talent Management (COE). You will form a strong consulting partnership with Talent Management partners, senior business and HR leaders, and employees at all levels, across the globe, to understand the business strategy and translate it into enabling talent planning strategies, shaping COE-developed programs to maximize deployment. This is an on-site role open to being located at a Medtronic hub office, ideally at Operational Headquarters.

Responsibilities may include the following and other duties may be assigned:

• Lead the design, implementation, and continuous improvement of AI-enabled talent management systems that support talent planning, succession, career development, and workforce decision-making.
• Manage (end to end ownership) enterprise talent programs, planning cycles, governance, communications, and stakeholder engagement.
• Lead large-scale implementations of talent processes, systems, and technology solutions.
• Drive adoption through change management, training, leader enablement, and communication strategies.
• Ensure talent processes are scalable, efficient, and integrated across the employee lifecycle.

Talent Management

• Develop and lead Medtronic's enterprise talent management strategy, roadmap, and operational plan to ensure talent capabilities and processes are in place to attract, retain, and develop talent and enable business priorities.
• Own capability development, drive continuous improvement, and deploy enterprise solutions and resources for the following talent programs: Performance Management, Organizational Talent Planning & Succession, Redeployment, and Engagement.
• Engage, align, and communicate with key stakeholders at various levels across the organization, including but not limited to: employee listening groups, ERGs, HR Business Partners, HR, Finance, and Strategy leaders, and ExCom.
• Key enabler of Medtronic's ID&E goals by ensuring equity and removing bias in talent practices and systems.
• Leverage internal data and insights and external benchmarking to inform long-range Talent Management strategy and simplify core talent practices (e.g. ID&E data, engagement survey results, employee listening activities, external councils and networks)
• Optimize Workday to enable and simplify all core talent management processes.

Culture Steward

• Role Model, champion and embed the Medtronic Mindset to Act Boldly, Compete to Win, Move with Speed and Decisiveness, Foster Belonging and Deliver Results the Right Way.
• Ensure an inclusive, diverse, and equitable workforce, identifying gaps in female and ethnically diverse representation, defining mitigating actions including attracting, retaining, developing and promoting female and ethnically diverse talent, and embedding these actions in the talent strategy.
• Partner with Global Inclusion, Diversity and Equity partner to drive senior business leader engagement and accountability as owners of Medtronic's inclusion and diversity efforts.
• Partner closely with Global Talent and Leadership Development COE to design programs and tools that meet the unique needs of the business, and deploy targeted solutions as needed (i.e., assessment, coaching, talent acquisition, analytics, etc.), incorporating the Medtronic Mindset.
• Leverage the Organizational Health Survey to measure engagement gaps and define mitigating actions to be embedded in the talent strategy. Proactively address opportunities within your team and the Global Talent Management COE.

MUST HAVE: MINIMUM REQUIREMENTS:

• Bachelor's Degree and 7+ years of Human Resources experience (Talent Management, Change Management or Organization Development/Effectiveness consulting is equivalent to HR experience) an Advanced Degree and 5+ years of experience

NICE TO HAVE:

• Master's degree (I/O Psychology, MBA, or MA Human Resources)
• Past experience leading enterprise Talent Management programs and strategies
• Subject matter expertise and facilitation experience in talent planning, performance management, talent review and succession planning, competency modeling/role profiling, and culture, inclusion and diversity strategy implementation for a global, matrixed organization
• Extensive program/project management experience with ability to independently manage multiple priorities
• Experience in program/process design, as well as continuous improvement
• Change Management or Organization Development/Effectiveness experience
• Demonstrated ability to influence and provide strategic, proactive consultation to senior leaders
• Demonstrated excellence in written, verbal and visual communication skills
• Experience analyzing data and turning into insights / action plans
• Strong understanding of external talent landscape and best practices
• Experience with HR systems such as Workday, highly proficient in PowerPoint
• Ability to travel up to 25%

For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. 214.2(h)(4)(iii)(A) is required.

Physical Job Requirements

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position.?

The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role.

U.S. Work Authorization & Sponsorship

At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term business needs. Roles below the Principal level require candidates to possess unrestricted U.S. work authorization at the time of hire and for the duration of employment.

Benefits & Compensation

Medtronic offers a competitive Salary and flexible Benefits Package A commitment to our employees lives at the core of our values. We recognize their contributions. They share in the success they help to create.We offer a wide range of benefits, resources, and competitive compensation plans designed to support you at every career and life stage.

Salary ranges for U.S (excl. PR) locations (USD):$147,200.00 - $220,800.00This position is eligible for a short-term incentive called the Medtronic Incentive Plan (MIP).The base salary range is applicable across the United States, excluding Puerto Rico and specific locations in California. The offered rate complies with federal and local regulations and may vary based on factors such as experience, certification/education, market conditions, and location. Compensation and benefits information pertains solely to candidates hired within the United States (local market compensation and benefits will apply for others).

The following benefits and additional compensation are available to those regular employees who work 20+ hours per week: Health, Dental and vision insurance, Health Savings Account, Healthcare Flexible Spending Account, Life insurance, Long-term disability leave, Dependent daycare spending account, Tuition assistance/reimbursement, and Simple Steps (global well-being program).

The following benefits and additional compensation are available to all regular employees: Incentive plans, 401(k) plan plus employer contribution and match, Short-term disability, Paid time off, Paid holidays, Employee Stock Purchase Plan, Employee Assistance Program, Non-qualified Retirement Plan Supplement (subject to IRS earning minimums), and Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums).

Regular employees are those who are not temporary, such as interns. Temporary employees are eligible for paid sick time, as required under applicable state law, and the Employee Stock Purchase Plan. Please note some of the above benefits may not apply to workers in Puerto Rico.

Further details are available at the link below: