Talent Pipeline Program Manager

Job Description At Regions, the Talent Program Manager is a key contributor to Regions’ enterprise talent strategy, responsible for designing, delivering, and supporting talent initiatives that enable the identification and recruitment of key talent, ensure workforce readiness, drive enterprise performance, and/or support associate growth and development. This role operates within a Center of Excellence (COE) model and may sit in either Talent Acquisition, Workforce Readiness and Talent Management, Learning and Development, or Total Rewards and partners closely with Human Resources (HR) Business Partners, business leaders, and cross‑functional stakeholders to ensure talent initiatives align with enterprise priorities, operational excellence, and business needs. This Talent Program Manager at this level supports the design, implementation, and management of assigned talent initiatives that address associate and business needs across the talent lifecycle. The role supports logistics, communications, marketing, metrics, and continuous improvement. Primary Responsibilities Supports the design and implementation of enterprise talent initiatives aligned to Regions’ workforce and business priorities Executes assigned components of talent initiatives, including communications, logistics, stakeholder coordination, and reporting Maintains engagement with assigned internal and external talent to support long‑term relationships and pipelines Identifies opportunities to improve tools, processes, and program effectiveness Consults with HR Business Partners to support various talent strategies Supports planning efforts to enhance associate capabilities and readiness for increased responsibility Partners with HR Analytics to support reporting and measurement strategies Builds strong working relationships across HR Centers of Excellence, business leaders, associates, and external partners Applies external talent market insights to inform continuous improvement Requirements Bachelor’s degree Five (5) years of multi‑discipline experience in Human Resources Strong relationship development experience Travel may be required Preferences Advanced degree Skills And Competencies Communication skills Demonstrated experience taking a vision to reality Possess professional presence and cultural awareness Presentation/facilitation and relationship building skills Project management Self‑motivated with critical attention to detail, deadlines, and reporting Strong interpersonal skills Role Summary The Talent Pipeline Program Manager is responsible for designing, governing, and operating the enterprise leadership pipeline and HiPo ecosystem, ensuring that talent investments are needs‑based, targeted, and tied to real readiness outcomes. This role owns the internal pipeline and orchestration of talent actions that materially accelerate readiness for future leadership roles and reduce enterprise talent risk. This role is ideal for a strong integrator who can turn talent insight into action, bring discipline to complex environments, and maintain credibility with senior leaders. The role partners closely with HR Business Partners, Learning & Development, and Talent Operations. Key Responsibilities Leadership Pipeline Design & Stewardship: Design and maintain a clear enterprise leadership pipeline architecture (segmentation, entry/exit criteria, readiness expectations) and govern movement into, through, and out of talent portfolios Ensure pipeline populations align to standards and remain intentional, scalable, and aligned to meet future demand Monitor pipeline/portfolio health, progression, and concentration risk and surface concerns Conduct needs analysis to determine how best to progress readiness of HiPo portfolios and collaborate with COE stakeholders to implement solutions that close the gaps Talent Action Orchestration & Selections: Prioritize and coordinate talent actions, including: Selection for leadership programs Selection for coaching Targeted assessments Stretch key experience and exposure opportunities (e.g. boards, committees, awards) Match development interventions to specific readiness or capability needs, not general demand ensuring scarce capacity is deployed where it has highest impact Prepare decision‑ready recommendations for development investment where escalation is required Partner to gain approval on recommendations and communicate decisions appropriately Follow‑Through, Progress Tracking, and Impact Visibility: Ensure selected talent actions are activated, sequenced, and completed Track progress against intended outcomes and surface risks early Partner with HRBPs and managers to reinforce accountability for development follow‑through Provide clear, concise updates on pipeline status, action progress, and emerging concerns Partnership & Enablement: Partner with HRBPs to align talent to the right pipeline segments and actions Collaborate with L&D to align programs and experiences to pipeline needs Work with Talent Operations to ensure accurate data, smooth execution, and reporting integrity Escalate issues appropriately with analysis and options, not unresolved questions Preferred Qualifications Experience working in regulated or risk‑sensitive environments (e.g., banking, financial services, insurance) Experience managing selective development investment portfolios (programs, coaching, exposure roles) Familiarity with talent assessment concepts (360s, developmental assessments) and how results inform development Experience designing governance or standards for enterprise talent programs Comfort operating in resource‑lean environments with high visibility and accountability Master’s degree in HR, OD, Psychology, or related field Preferred Knowledge, Skills, And Capabilities Leadership pipeline architecture and segmentation Talent assessment literacy (interpretation, not administration) Development for readiness (experiential learning, exposure planning) Stakeholder influence without formal authority Program and portfolio orchestration Systems thinking across talent, development, and readiness High judgment and discretion Comfortable saying "not yet" or "not this time" Structured thinker who brings clarity to ambiguity Calm under executive scrutiny Oriented toward outcomes rather than activity Workplace This position is intended to be onsite, now or in the near future. Associates will have regular work hours, including full days in the office three or more days a week. The manager will set the work schedule for this position, including in‑office expectations. Position Type Full time Compensation Details Pay ranges are job specific and are provided as a point‑of‑market reference for compensation decisions. Other factors which directly impact pay for individual associates include: experience, skills, knowledge, contribution, job location and, most importantly, performance in the job role. As these factors vary by individuals, pay will also vary among individual associates within the same job. The target information listed below is based on the Metropolitan Statistical Area Market Range for where the position is located and level of the position. Minimum $85,767.55 USD Median $108,790.00 USD Incentive Pay Plans This job may participate in an annual discretionary bonus plan. Benefits Information Paid Vacation/Sick Time 401K with Company Match Medical, Dental and Vision Benefits Disability Benefits Health Savings Account Flexible Spending Account Life Insurance Parental Leave Employee Assistance Program Associate Volunteer Program Please note, benefits and plans may be changed, amended, or terminated with respect to all or any class of associate at any time. To learn more about Regions’ benefits, please click or copy the link below to your browser. Location Details Regions Center Location Birmingham, Alabama Equal Opportunity Employer/including Disabled/Veterans #J-18808-Ljbffr