Talent Acquisition Manager

Who We Are We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry. Who We Are We’re not in the wing business. We’re in the flavor business. It’s been our mission to Serve the World Flavor since we first opened in 1994, and we’re just getting started. 1997 saw the opening of our first brand partner operated Wingstop location, and by 2002 we had served the world one billion wings. It’s flavor that defines us and has made Wingstop one of the fastest growing brands in the restaurant industry. Above all else – our success is largely due to our people and our core values, or what we call The Wingstop Way of being entrepreneurial, service-minded, fun, and authentic. We believe having a strong people foundation centered on these collective values creates a crave-worthy culture and talented team, as well as ensures our brand is poised for accelerated growth. We all win together. What We’ll Need The Global Talent Manager is responsible for designing and leading enterprise-level talent programs that drive performance, succession planning, and internal mobility across the organization. This role ensures the organization has the right talent in the right roles—ready to grow and succeed—through a mix of strategic planning and operational excellence. The manager partners closely with HR, business leaders, and systems teams to reinforce a performance-driven, growth-oriented culture. The ideal candidate will bring a forward-thinking approach, using AI tools and modern talent practices to improve program efficiency, data integrity, and execution speed. Key Responsibilities Talent Planning & Succession Lead enterprise-wide Talent Review and 9-box calibration processes Partner with HRBPs and business leaders to build and maintain succession plans for critical roles Define successor readiness criteria and monitor development progress of high-potential talent Integrate talent data into promotion planning and workforce decision-making processes Performance & Development Infrastructure Drive adoption and continuous improvement of programs such as monthly development meetings and the Performance Development Plan (PDP) framework Lead implementation of a 5-point performance rating scale and associated evaluation criteria Facilitate calibration sessions to promote fairness, consistency, and accountability Develop resources and tools to help managers assess and grow their teams effectively Refine goal-setting practices to tightly align with level-specific expectations, ensuring role clarity and driving better performance alignment across teams Introduce intentional feedback mechanisms that promote growth, alignment, and accountability across all levels of the organization High-Potential Program Strategy Design and manage initiatives to identify, develop, and retain high-potential employees Collaborate with Learning & Development to align stretch assignments, mentorship, and coaching paths Measure and report on program outcomes, including retention and advancement metrics Workforce Planning & Role Clarity Support org design, role definition, and leveling in partnership with HR and functional leaders Contribute to workforce planning decisions (e.g., build vs. buy, internal mobility strategies) Maintain talent dashboards and provide insights to guide resource allocation and planning AI & Technology Integration Leverage AI tools (e.g., ChatGPT Enterprise) to support calibration write-ups, feedback synthesis, and reporting Collaborate with People Analytics and HRIS teams to streamline systems and reduce manual effort Identify and advocate for technology solutions that improve talent decisions and manager effectiveness What You’ll Need 6+ years of experience in Talent Management, Organizational Development, or HR Business Partnering Proven success leading performance management, calibration, or succession planning processes Strong analytical skills with experience using people data to drive decisions Skilled at presenting to senior leaders and facilitating strategic talent discussions Able to operate at both strategic and tactical levels with strong follow-through Adaptable and effective in a fast-paced, high-growth environment Experience with AI or automation tools in HR workflows is a plus Who You Are No job is too small. You recognize that the real work happens in the restaurants, and everything we do should support their success. You stay humble, roll up your sleeves, and always look for ways to help. You learn from others and contribute wherever you can. You care deeply about doing great work and driving results. You’re curious, ask questions, and seek out opportunities to improve. You don’t just point out problems—you bring solutions, ideas, and perspectives that move the team forward. You take full responsibility for your work and see things through to completion. You aren’t afraid to fail because you know that failure is a part of learning and growth. You take action, move fast, and keep pushing forward. You lead with empathy, respect, and emotional intelligence. You collaborate effectively, fostering a culture of trust and constructive feedback. You understand the importance of teamwork and ensure that your actions build others up rather than break them down. You push yourself and others to be better. You embrace healthy conflict, knowing that great ideas and strong teams emerge from honest, constructive conversations. You believe that leaders create leaders and are committed to fostering a culture of growth, challenge, and continuous improvement. Benefits FLAVOR PERKS: Unlimited paid time off for exempt employees One paid volunteer day of your choice Competitive bonus structure for eligible roles Team member stock purchase plan Health savings or flexible spending account options 401k – (dollar for dollar on the first 3% and then 50 cents on the dollar for the next 2% for team member contributions up to 5% of eligible compensation) Comprehensive medical, dental, and vision benefits Basic life and AD&D insurance provided Pet insurance Education Assistance Wellness reimbursement program Paid maternity and paternity leave Fun Is The Best Flavor Lunch provided every Tuesday and Thursday in office Discount on Wingstop gift cards Onsite game room Wingstop provides equal opportunities for everyone that works for us and everyone that applies to join our team, without regard to sex or gender, gender identity, gender expression, age, race, religious creed, color, national origin, ancestry, pregnancy, physical or mental disability, medical condition, genetic information, marital status, sexual orientation, any service, past, present, or future, in the uniformed services of the United States (military or veteran status), or any other consideration protected by federal, state, or local law. #J-18808-Ljbffr