Mgr - Talent Management

Ent Credit Union and Wings Credit Union joined forces in January 2026. This merger means more opportunities, expanded resources, and a shared commitment to delivering exceptional member service. Together, we become more - empowering members, communities, and teams through a bold, unified future. Both organizations bring a strong legacy of member satisfaction, operational excellence, financial stability, and community impact. Recognized locally and nationally as best-in-class financial institutions and employers of choice, each is known for its commitment to financial well-being and philanthropic leadership. Join us during this transformative time and be part of shaping the future of banking! To learn more about the merger, click here. The Talent Manager is responsible for operationalizing and sustaining talent management programs that support organizational effectiveness, leadership capability, and employee growth. This role partners closely with HR Business Partners (HRBPs), working in alignment with HRBP leadership, and collaborates with other HR partners and internal stakeholders to implement and scale enterprise talent strategies defined by HR leadership. This role serves as the primary owner of talent management processes, tools, and resources, ensuring consistent execution, scalability, and practical application across the organization. In addition to program ownership, the Talent Manager plays a key role in enabling and influencing consistent talent outcomes by supporting the application of talent frameworks and providing enterprise perspective during calibration, succession, and talent review discussions in partnership with HRBPs. The Talent Manager focuses on building and maintaining frameworks, coordinating enterprise processes, developing leader-facing resources, and delivering data-driven insights that enable HR Business Partners and leaders to drive effective, consistent, and equitable talent decisions. Essential Functions Talent Management & Succession Planning: Coordinate and maintain enterprise succession planning processes, including timelines, tools, templates, and documentation. Partner with HR Business Partners to prepare for and co-facilitate succession discussions with leaders, ensuring consistent application of talent frameworks and criteria. Provide enterprise perspective and insights during talent discussions to help identify gaps, risks, and development opportunities. Maintain talent data, readiness tracking, and reporting to provide visibility into bench strength, gaps, and organizational risk. Prepare materials and support logistics for talent review cycles, including documentation and follow‑up actions. Develop and manage tools and resources that support ongoing talent planning conversations across the organization. Provide insights and trend analysis to HR leadership to inform succession strategy and workforce planning decisions. Performance Management: Own the administration, documentation, and continuous improvement of performance management processes, timelines, and systems. Develop and maintain practical tools and resources to support goal setting, feedback, performance conversations, and evaluation practices. Coordinate and co-facilitate calibration processes, including scheduling, materials, facilitation support, documentation, and reporting summaries. Partner with HR Business Partners during calibration sessions to ensure consistent application of performance standards and criteria across teams. Provide real‑time guidance and constructive challenge during calibration discussions to support alignment, mitigate bias, and maintain rating integrity. Analyze performance trends and provide insights to HR leadership to inform strategic improvements and leader enablement needs. Leader Enablement: Develop practical, scalable resources such as toolkits, templates, guides, FAQs, and conversation frameworks related to talent management. Translate enterprise talent strategies into actionable tools that HR Business Partners and leaders can apply in day‑to‑day practices. Focus on enabling the application of talent practices through tools and resources; partners with HRBPs to support leader effectiveness rather than directly delivering formal training or standalone coaching. Partner with L&D to identify leadership capability gaps and align existing or future training solutions where appropriate. Career Pathing & Internal Mobility Support: Support alignment and integration of career development frameworks and pathways defined by HR and cross‑functional partners with broader talent management processes (e. g., performance management, succession planning). Maintain and administer tools, resources, and systems that provide visibility into career progression and internal mobility opportunities. Partner with HR Business Partners and cross‑functional teams to support visibility of established career development resources and programs. Identify and share trends related to employee movement, skill development, and internal mobility to inform talent insights and organizational planning. Talent Analytics & Insights: Develop and maintain dashboards, reports, and analytics related to performance, succession, turnover, and internal mobility. Provide structured reporting and insights to HR leadership to inform enterprise talent decisions. Identify organizational trends, risks, and opportunities related to talent management and workforce effectiveness, and translate insights into actionable recommendations to inform talent strategies and HR decision‑making. Bachelor's Degree in Human Resources, Organizational Development, Business Administration, or related field, or equivalent experience preferred. Master's Degree in Human Resources, Organizational Development, Business Administration, or related field, or equivalent experience preferred. 5+ years of experience in talent management, HR, organizational development, or related functions, Required, to include: 3+ years of demonstrated experience owning or significantly leading talent‑related programs or initiatives at an organizational or enterprise level (e.g., succession planning, performance management, leadership development, workforce engagement, or similar), including process design, administration, and continuous improvement, required. 3+ years experience developing and managing frameworks, tools, templates, systems, or program structures used across multiple teams, departments, or enterprise function, required. 2+ Experience analyzing talent or people related data and translating findings into insights, required. 2+ years of supervisory, team leadership, mentorship, or project leadership experience, required. Technical or Specialized Knowledge/Skills Deep working knowledge of talent management, performance management, and organizational effectiveness practices Proven ability to drive organizational change, gain buy‑in across diverse business units, and maintain consistency during periods of transformation Technically proficient with advanced skills in Microsoft Office (Excel, Word, PowerPoint). Ability to build strong, credible relationships and operate as a trusted thought partner across all organizational levels; demonstrates proactive problem‑solving, sound judgment, and integrity. Strong communication, strategic thinking, and stakeholder engagement skills Must be able to work independently with little supervision. Ability to apply enterprise talent philosophy and ensure consistency and scalability of talent practices across the organization. Ability to diagnose organizational talent needs and translate business challenges into targeted talent strategies and solutions. Demonstrated ability to influence senior leaders and stakeholders without direct authority in support of enterprise HR and talent initiatives. Strong understanding of organizational effectiveness and leadership development. Strong project management, facilitation, and organizational skills. Strong analytical and data storytelling skills with the ability to translate talent data into actionable insights. Ability to translate strategy into scalable tools and processes. High attention to detail and process discipline. Ability to maintain confidentiality and exercise discretion. Certifications Required SHRM‑C‑Pro preferred PAY RANGE: $123,000 to $144,000 Annually (S18), plus 15% annual target bonus. Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, location and internal pay equity.

BENEFITS

Generous 401(k) match 401k Discretionary Profit Sharing Health Insurance Dental Insurance Vision Insurance Life Insurance Short Term and Long Term Disability Health Savings Account with company contribution Employee Assistance Program Paid Vacation, Sick, Floating Holidays and Volunteer Time Off Paid Holidays Tuition Reimbursement Paid Parental Leave We anticipate this position to close on 06/26/2026. Please submit your application at your earliest convenience to be considered. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. #J-18808-Ljbffr Ent Credit Union