Talent Manager

Talent & Performance Manager We are seeking a Talent & Performance Manager to drive the development, engagement, and effectiveness of our workforce. This role is responsible for designing and managing performance frameworks, talent development programs, and succession planning strategies that align with business goals. You will partner closely with leadership to ensure we are attracting, developing, and retaining high‑performing associates. Key Responsibilities Performance Management Design, implement, and continuously improve performance review processes Partner with managers to set clear goals, KPIs, and performance expectations Coach leaders on delivering effective feedback and managing underperformance Analyze performance data to identify trends and recommend improvements Talent Development Build and manage learning and development programs (leadership training, career advancement/growth pathways, etc.) Identify skill gaps and create targeted development initiatives Support individual development plans (IDPs) across teams Talent Strategy and Succession Planning Develop succession planning frameworks for key roles Identify high‑potential associates and create growth pathways Partner with HR and leadership on workforce planning/org design Associate Engagement & Retention Design initiatives to improve engagement, satisfaction, and retention Analyze associate feedback (AOS, exit interviews) and act on insights Support a culture of continuous feedback and growth Data & Reporting Track and report on talent metrics (performance ratings, retention, promotion rates, etc.) Use data to inform leadership decisions and improve talent outcomes Qualifications 5+ years in HR, talent management, performance management, or related field Strong understanding of performance management frameworks and talent development strategies Experience working with senior leaders and influencing decision‑making Excellent communication and coaching skills Analytical mindset with experience using HR data and tools Bachelor's degree in HR, Business, Psychology, or related field (Master's preferred but not required) Preferred Skills Experience with HRIS or performance management platforms (prefer Oracle) Experience in organizational development or leadership coaching Change management experience What Success Looks Like Clear, consistent performance standards across the organization Increased associate engagement and retention Strong leadership pipeline and internal mobility Managers who confidently coach and develop their teams Role Success Criteria 1. Performance Management Effectiveness Performance review process is consistent, on‑time, and adopted across teams Managers demonstrate clear goal‑setting and regular feedback habits Measurable improvement in manager capability 2. Talent Development Impact Participation and completion rates in development programs Evidence that development programs lead to skill growth or role readiness Increased cross‑functional mobility through promotions and lateral moves 3. Succession & Pipeline Strength Identified successors for critical roles Bench strength measured by ready‑now and ready‑soon talent Reduction in time‑to‑fill for leadership roles Increased internal fill rate 4. Associate Engagement & Retention Improvement in metrics (AOS scores, exit interviews, etc.) related to career development, manager effectiveness, and performance feedback Reduction in regrettable attrition among high performers and high‑potential talent Increased retention of critical talent and key roles Development and execution of action plans based on AOS and listening sessions results 5. Data‑Driven Decision Making Regular reporting on talent metrics that leaders actively use Ability to translate data into specific actions Demonstrated impact of initiatives through before‑and‑after metrics 6. Leadership & Stakeholder Influence Managers and executives trust and seek out guidance Evidence of behavior change in leaders Ability to challenge constructively and influence outcomes Our Culture & Values We believe that taking care of our people is vital to our success and we strive to offer equitable and transparent practices for all. We prioritize connection, growth, and wellbeing. People First Putting People First means investing in overall well‑being and opportunities to grow and advance within the organization. Depending on the position and location, here are a few highlights of what benefits may be available: Benefits A generous discount on all WSI brands A 401(k) plan and other investment opportunities Paid vacations, holidays, and time off to volunteer Health benefits, dental and vision insurance, including same‑sex domestic partner benefits Tax‑free commuter benefits A wellness program that supports your physical, financial and emotional health Continued Learning In‑person and online learning opportunities through WSI University Cross‑brand and cross‑function career opportunities Resources for self‑development Advisor (Mentor) program Career development workshops, learning programs, and speaker series WSI will not now or in the future commence an immigration case or "sponsor" an individual for this position (for example, H‑1B or other employment‑based immigration). This role is not eligible for relocation assistance. Williams‑Sonoma, Inc. is an Equal Opportunity Employer. Williams‑Sonoma, Inc. will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of the SanFrancisco Fair Chance Ordinance, or other applicable state or local laws and ordinances. The expected starting pay range for this position is $110,000-$125,000. Applicable pay ranges may differ across markets. Actual pay will be determined based on experience and other job‑related factors permitted by law. In addition to competitive pay, compensation may include a variety of other components like benefits, paid time off, merit, and bonus opportunities. #J-18808-Ljbffr