Senior Manager, International Talent Integration & Workforce Enablement

Description & Requirements The Senior Manager, International Talent Integration & Workforce Enablement leads talent operations and people programs across the VIS organization. The Senior Manager, International Talent Integration & Workforce Enablement leads talent operations and people programs across the VIS organization. VIS is Forvis Mazars' India-based delivery and capability platform, designed to extend the firm's capacity, deepen specialized expertise, and support scalable service delivery across functions. As VIS continues to grow, the organization requires a strong talent infrastructure that supports both the employee experience in India and meaningful collaboration with U.S.-based teams. This role plays a key part in building that foundation. The Senior Manager will partner closely with VIS and U.S. leaders to develop and enhance talent processes, strengthen performance and career development practices, and support the full employee lifecycle. They will help translate the VIS strategy into scalable people programs, governance, and operating rhythms that enable the organization to grow effectively and operate successfully day to day. The ideal candidate brings experience leading talent or HR operations within a complex, global environment and has a proven track record of improving processes, implementing scalable solutions, and supporting organizational growth. Success in this role requires strong relationship-building, project management, and stakeholder management skills, along with the ability to navigate competing priorities and drive results in a dynamic, evolving organization. What You Will Do Talent Operations & Employee Lifecycle Oversee employee lifecycle processes, including onboarding, performance management, promotions, employee transitions, and offboarding. Establish and maintain talent operations policies, standards, documentation, and governance practices. Develop and improve standard operating procedures and employee programs to support a consistent employee experience. Lead onboarding, employee integration, coaching, and support programs. Manage probationary review processes and performance improvement plan (PIP) administration. Performance & Talent Management Lead the administration and continuous improvement of performance management programs. Oversee talent review, promotion, and talent assessment processes. Develop competency frameworks and career progression models. Partner with leaders to strengthen employee development and performance practices. Support enhancements to talent management programs and performance cycles. Global HR Operations & Organizational Effectiveness Design and implement scalable talent and HR processes that support teams across the United States and India. Partner with leadership to evolve talent operating models, governance structures, and workforce planning strategies. Provide recommendations related to organizational design, workforce planning, and talent infrastructure. Support alignment across global teams while balancing business and regional needs. Advise leaders on workforce and operational considerations within a distributed organization. Support workforce optimization and organizational growth initiatives. Workforce Analytics & Talent Insights Develop and oversee people metrics, dashboards, and key performance indicators. Lead workforce reporting and analysis to identify trends and opportunities. Manage employee survey and exit interview programs, including analysis and recommendations. Provide actionable insights that support workforce planning and business decisions. Utilize market and compensation data to inform talent strategies and organizational planning. Monitor organizational health indicators and recommend improvements. HR Technology & Process Improvement Lead process improvement and talent operations transformation initiatives. Support management of employee and talent data within Workday and related systems. Identify and implement opportunities to automate and streamline talent operations. Develop reporting and data governance practices that enhance data quality and decision making. Maintain job architecture, job descriptions, and related talent systems. Collaborate with stakeholders to simplify processes and improve operational effectiveness. Employee Experience Enhance onboarding and new hire experience programs. Support employee engagement, recognition, and employee experience initiatives. Partner with stakeholders to strengthen and operationalize the VIS employee value proposition. Identify opportunities to improve employee experience while supporting organizational goals. Ensure talent programs align with VIS culture, values, and strategic priorities. Stakeholder Partnership Serve as a trusted advisor to VIS leaders and stakeholders on talent-related matters. Build collaborative partnerships across Talent, Operations, Technology, Finance, and VIS leadership teams. Provide practical solutions and guidance that support business objectives. Facilitate collaboration across U.S. and India teams to promote consistency, transparency, and accountability. Manage multiple priorities while delivering a high level of service and support. Balance strategic planning with execution to achieve organizational objectives. Minimum Qualifications Bachelor's degree in Human Resources, Business Administration, Organizational Development, Organizational Psychology, or a related field. 10+ years of progressive experience in human resources, talent operations, people operations, talent management, organizational effectiveness, or related disciplines. Experience supporting international delivery centers, offshore operations, or global workforce models. Experience leading large-scale HR programs, operational initiatives, and process improvement efforts. Experience developing and implementing talent processes across multiple business functions. Experience managing complex, cross-functional projects and organizational change initiatives. Experience building and utilizing workforce analytics and talent metrics. Demonstrated success managing multiple stakeholders and influencing outcomes across a matrixed organization. Strong project management, communication, and relationship-building skills. Preferred Qualifications Experience establishing, scaling, or transforming HR operations across multiple countries. Experience developing global talent governance structures, operating models, and employee lifecycle processes. Experience designing and implementing HR infrastructure in high-growth, evolving, or entrepreneurial environments. Experience with Workday implementation, optimization, or HR technology transformations. Experience in professional services, consulting, technology, shared services, or other fast-paced growth environments. SHRM-SCP, SPHR, or equivalent professional certification. Master's degree in Human Resources, Business Administration, Organizational Leadership, or related discipline. About Forvis Mazars, LLP Forvis Mazars, LLP is an independent member of Forvis Mazars Global, a leading global professional services network. Ranked among the largest public accounting firms in the United States, our 7,000+ team members deliver assurance, tax, and consulting services to clients in all 50 states and internationally. With a legacy spanning more than 100 years, we're building something different. We are guided by a shared promise: Together, we create extraordinary experiences. That means delivering an Unmatched Client Experience® while creating a workplace where relationships matter, learning fuels growth, and every person feels valued and supported to thrive. What We Offer Our robust total rewards program and flexible work environment reflect our commitment to people, careers, and well-being-empowering our team to grow and thrive while delivering exceptional service. Legal Notice Forvis Mazars, LLP is an equal opportunity/affirmative action employer in accordance with applicable law. Employment selection and related decisions are made without regard to age, race, color, sex, sexual orientation, national origin, religion, genetic information, disability, protected veteran status, gender identity, or other protected classifications. It is Forvis Mazars, LLP standard policy not to accept unsolicited referrals or resumes from any source other than directly from candidates. Forvis Mazars, LLP expressly reserves the right not to consider any unsolicited referrals, resumes or CVs from vendors including and without limitation, search firms, staffing agencies, fee-based referral services, and recruiting agencies. Forvis Mazars, LLP further reserves the right not to pay a fee to a recruiter or recruiting agency unless such recruiter or recruiting agency has a signed vendor agreement with Forvis Mazars, LLP. Any resume(s) or CV(s) submitted to anyone working for Forvis Mazars, LLP, or submitted to a Forvis Mazars, LLP general email, without having a Forvis Mazars, LLP vendor agreement in place, will be considered the property of Forvis Mazars, LLP. #J-18808-Ljbffr Forvis Mazars US