Manager, Talent Management

Responsibilities Collaborate with the VP of Talent and the Senior Director of TM & OE to lead talent management strategy and succession and performance activities for the enterprise to ensure we strengthen our pipeline of people leaders and technical talent. Shape and mature enterprise succession management practices to accelerate leadership readiness, address near-term succession needs, and build a sustainable leadership pipeline for the future. Define and refine the critical success factors for excelling in executive and other key leadership roles, and translate these into clear profiles, criteria, and tools that guide development decisions. Design and enable development strategies that ensure employees receive the right development moves and experiences to prepare them for critical roles. Determine how we can use AI, automation, and other enabling technologies to enhance performance, succession, and development practices, and help guide the transformation needed to leverage new technologies effectively. Facilitate the Enterprise Organizational Leadership Review (OLR) process in partnership with sector HR, OE, and Talent teams and support all related executive talent discussions. Evaluate the effectiveness of our performance management process—Quarterly Connections and systems, including goal setting, feedback, and coaching— and make recommendations for continuous improvement. Collaborate with cross-functional teams to ensure integration of talent management and performance management initiatives with overall business objectives and to strengthen the role of people leaders as talent developers. Analyze internal talent data to identify trends and areas for improvement and stay current on industry trends and best practices in talent management and performance management. Promote and enhance our enterprise-wide utilization of succession planning processes, metrics, and system functionality, including awareness, training, and resources for stakeholders. Partner with and influence stakeholders across the company to build consistent talent management and performance management practices that drive overall business strategies. Work collaboratively with teams across the enterprise in Leadership Development, Critical Skills, Organization Effectiveness, People Insights and Intelligence, Compensation, Executive Recruiting, Legal, and other subject matter experts. Qualifications Bachelor’s degree and at least 10 years of experience in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines; or a Master’s degree and at least 8 years of experience in Talent Management, Employee Development, and/or HR Business Partner/Leader roles or related disciplines. Experience leading projects, influencing/managing organizational change, and facilitating talent management processes including succession planning and development strategies. Strong relationship-building skills; proven track record of building collaborative partnerships as the basis for influencing direction and driving change. Proficiency in Microsoft Office Suite, with particular emphasis on Excel and PowerPoint. #J-18808-Ljbffr Jobtailor