Senior Talent Manager

The Senior Talent Manager serves as a strategic partner to the Director, Talent Development & Acquisition Americas in advancing talent development, internal mobility, succession planning, and workforce capability initiatives across the Americas region. This role is responsible for leading the execution of key talent processes and programs, including internal mobility, talent reviews, succession planning, career development, mentorship, and leadership development initiatives. Working closely with HR and business leaders across Safran companies, the Senior Talent Manager translates talent strategy into practical solutions that support employee growth, organizational effectiveness, and business continuity. This position plays a critical role in strengthening talent pipelines, increasing internal mobility opportunities, and preparing employees for future career growth while supporting the organization's long-term talent objectives. Key Responsibilities: Internal Mobility & Career Development Lead execution of the Americas internal mobility strategy and related processes. Build and maintain internal talent pipelines for critical, emerging, and hard-to-fill roles. Conduct career and mobility consultations with employees to understand career aspirations, skills, readiness, and development needs. Partner with HR leaders, business leaders, and Talent Acquisition teams to identify internal candidates for open positions and strategic workforce needs. Facilitate mobility discussions, talent forums, and cross-company talent matching activities. Promote awareness of career opportunities, talent programs, and mobility resources across the region. Analyze mobility trends, barriers, and outcomes and provide recommendations to improve internal movement and employee development. Support efforts to increase visibility of internal opportunities and career pathways throughout the organization. Succession Planning & Talent Reviews Coordinate and facilitate talent review and succession planning processes across the Americas. Partner with HR leaders to identify key talent, succession risks, and development opportunities. Monitor progress against succession plans and development actions. Prepare executive-level talent insights, presentations, and recommendations. Support workforce readiness initiatives by identifying talent pipeline strengths and gaps. Track succession metrics and provide reporting and analysis to support talent decisions. Talent Development Programs Lead administration and continuous improvement of talent development programs across the Americas. Own the Americas Mentorship Program, including participation, matching, communications, measurement, and program evaluation. Coordinate leadership development, career development, learning initiatives, and employee development experiences. Partner with Safran University and affiliate HR teams to align development initiatives with business needs. Evaluate program effectiveness and recommend enhancements based on participant feedback and business outcomes. HR for HR & Workforce Capability Lead HR for HR development initiatives that strengthen capability across the Americas HR community. Facilitate knowledge sharing, best-practice exchanges, and development opportunities for HR professionals. Support development planning, succession planning, and mobility discussions within HR populations. Coordinate delivery of HR-specific learning initiatives in collaboration with Safran University and global partners. Strategic Talent Projects Lead and support strategic talent initiatives that enhance organizational capability and employee experience. Develop scalable frameworks, resources, and tools to improve talent practices. Support implementation of global talent initiatives and change management efforts. Contribute to workforce planning, employee engagement, and talent analytics initiatives as assigned. Stakeholder Partnership Build trusted partnerships with HR leaders and business stakeholders across the Americas. Provide consultation and recommendations on talent development, career growth, internal mobility, and succession planning. Collaborate with global talent teams to support alignment between regional and group talent priorities. Required Qualifications: Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field. Minimum of 7 years of progressive HR experience with responsibility in talent management, talent development, internal mobility, succession planning, leadership development, organizational development, or related areas. Experience facilitating talent reviews, career discussions, workforce planning discussions, or succession planning activities. Strong project management and stakeholder management skills. Strong analytical and presentation skills with the ability to communicate complex talent insights to diverse audiences. Experience working within a matrixed and/or global organization preferred. Aerospace, manufacturing, or industrial sector experience preferred. Success Profile: The successful candidate will demonstrate the ability to: Build trusted relationships with HR leaders, business leaders, and employees across a complex, matrixed organization. Influence talent decisions and drive action without direct authority. Translate talent strategy into practical solutions that support business objectives and employee development. Facilitate meaningful discussions related to internal mobility, succession planning, career growth, and workforce capability. Identify and develop internal talent pipelines that support organizational needs and career opportunities across the Americas. Use talent data and insights to make recommendations and drive informed decision-making. Balance strategic thinking with operational execution and follow-through. Lead multiple priorities and initiatives while maintaining a high level of quality and stakeholder service. Partner effectively across cultures and geographies while supporting enterprise talent priorities. Demonstrate a proactive, solutions-oriented approach to addressing talent challenges. Travel Requirements: 10-15% travel within Americas region #J-18808-Ljbffr