Manager, Talent Management

Manager - Talent Management

The Manager - Talent Management partners with business and HR leaders to design and deliver enterprise talent programs that strengthen performance, development, succession, and organizational readiness. Reporting to the Director - Talent Management, this role leads a defined portfolio of talent initiatives across multiple properties and global locations based on organizational priorities and areas of responsibility. The Manager uses practical processes, workforce insights, and cross-functional partnership to improve talent decisions and the leader and team member experience.

Talent Management Programs and Projects

· Lead the implementation and continuous improvement of assigned talent programs within the enterprise strategy and governance framework established by the Director. Provide subject-matter guidance and partner with stakeholders across assigned properties and functions to support consistent execution.

· Manage assigned initiatives from planning through launch and evaluation, coordinating stakeholders, timelines, risks, testing, adoption, and follow-up actions. Develop communications, training, leader resources, and change-management plans for assigned initiatives in alignment with the enterprise approach established by the Director.

Performance Management

· Lead assigned performance review cycles, including annual, mid-year, 60-day, and other review processes, from preparation through completion and post-cycle evaluation.

· Coordinate review populations, timelines, forms, communications, leader support, calibration activities, reporting, issue resolution, and process improvements.

Talent Reviews, Succession Planning, and Goals

· Plan and facilitate talent reviews that assess performance, potential, readiness, talent risk, critical-role coverage, and development priorities, and translate outcomes into succession, development, retention, and internal mobility actions.

· Support the development of systematic succession planning practices, including critical-role identification, successor readiness, talent risk, development actions, and progress monitoring.

· Design and support goal-setting practices that connect company priorities with measurable departmental, role, and individual goals.

Talent Analytics and Executive Insights

· Analyze data before, during, and after talent initiatives to measure participation, progress, outcomes, trends, and areas of risk or opportunity.

· Translate workforce and talent data into clear dashboards, executive narratives, and actionable recommendations that help senior leadership evaluate progress, identify talent risks, and determine future priorities.

Job Architecture and Catalog Governance

· Support the governance and upkeep of job profiles, job families, job family groups, management levels, job levels, career structures, and related catalogs.

· Conduct job and talent analyses, coordinate updates and approvals, and support annual audits to maintain alignment with the global job catalog and global job description catalog.

Cross-Functional HR Partnership

· Partner with Learning and Development to connect talent insights with leadership capability, coaching, learning, and development planning.

· Partner with Compensation on job architecture, performance-related processes, merit-cycle readiness, and consistent leader guidance.

· Partner with Team Member Relations to promote fair, consistent, timely, and well-documented performance practices.

· Collaborate with Talent Acquisition to develop, review, and maintain clear, consistent, and market-relevant job descriptions; align role responsibilities, qualifications, competencies, and position requirements with job architecture, organizational needs, and recruiting strategies; coordinate stakeholder input, approvals, and updates; and support accurate job postings and candidate expectations.

· Collaborate with HRIS, Workday teams, HR leaders, and business leaders on talent pipelines, business requirements, process design, system testing, reporting, data validation, and workforce priorities.

Property and Stakeholder Support

· Support properties and business functions with talent program implementation, leader enablement, new openings or expansions, talent assessments, and post-opening follow-up.

· Build trusted stakeholder relationships, provide talent management guidance, represent the company at assigned outreach events, and lead other projects as business needs evolve.

Required Qualifications:

· Bachelor's degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field.

· Five or more years of progressive Human Resources experience, including substantial experience in talent management and experience across several areas such as performance management, succession planning, talent reviews, goal management, talent analytics, job architecture, or related programs.

Preferred Qualifications:

· Master's degree in a related field, experience supporting multiple properties, business units, or global locations, and experience with Workday Talent and Performance modules are preferred.

Knowledge, Skills, and Abilities

· Strong program and project management, analytical, facilitation, communication, consultation, and relationship-management skills.

· Ability to translate complex information into practical solutions and clear executive-level insights.

· Ability to influence without direct authority, manage competing priorities, navigate ambiguity, and handle sensitive information with discretion and accuracy.

· Ability to work effectively in a fast-paced environment and travel as needed.

Work Environment

· Duties are typically performed in a professional office setting, with occasional work in operating areas that may include secondhand smoke or excessive noise.

· The role may require standing, walking, reaching, speaking, hearing, and lifting or moving up to 50 pounds, along with the visual abilities necessary to perform assigned work.

Disclaimer:

This job description describes the general nature and level of work performed and is not an exhaustive list of all duties, responsibilities, or qualifications. Management may revise the role or assign other duties as business needs change.