Manager, Talent Programs

The Talent Program Manager serves as the operational and process lead for core talent management programs that strengthen leadership capability, organizational readiness, and business performance across the organization. Reporting to the Director, Talent Management, this role is responsible for the consistent execution, governance, stakeholder enablement, analytics, and continuous improvement of enterprise talent processes, including performance management, goal setting, talent reviews and calibration, succession planning, high-potential identification, and individual development planning. Working closely with HR Business Partners, business leaders, and cross-functional partners, the Manager ensures talent programs are practical, scalable, data-informed, and aligned with business priorities. This role combines operational excellence, process governance, project management, analytics, and consulting skills to create a high-quality talent management experience that supports leadership effectiveness, talent readiness, and organizational growth.

• Serve as the operational owner and enterprise process lead for core talent management programs, ensuring consistent execution, governance, stakeholder enablement, analytics, and continuous improvement.
• Lead the design, implementation, administration, and continuous improvement of enterprise talent management programs to support organizational capability and business performance.
• Manage the end-to-end performance management process, including annual and cyclical activities, tools, leader guidance, communications, training, participation tracking, quality monitoring, and stakeholder support.
• Design and govern the enterprise goal-setting process to improve clarity, alignment, accountability, and consistency in how goals are established, monitored, and evaluated.
• Lead talent review processes, including talent assessment methodologies, calibration guidance, facilitation support, documentation standards, talent risk identification, and follow-through on development actions.
• Build and maintain succession planning infrastructure, including critical role identification, successor readiness approaches, bench strength insights, process standards, and supporting tools that strengthen organizational readiness.
• Evolve and maintain the enterprise individual development planning framework, including templates, guidance, manager enablement resources, and integration with talent review and succession planning outcomes.
• Support and integrate high-potential identification processes to ensure the organization is prepared to develop and retain future leaders.
• Establish and maintain governance for talent management processes by managing the annual talent management calendar, process documentation, leader resources, templates, decision frameworks, role clarity, and controls that improve consistency, scalability, and user experience.
• Partner with HR technology and analytics stakeholders to develop dashboards, scorecards, reporting, and talent insights that inform business decisions and improve program effectiveness.
• Analyze workforce and talent data to identify trends, risks, opportunities, and areas for improvement related to performance, succession readiness, internal mobility, and leadership pipeline health.
• Prepare and deliver reporting, presentations, and insights that support talent discussions, leadership reviews, and workforce planning activities.
• Serve as the primary point of contact for talent management processes, providing consultation, guidance, and support to HR Business Partners, leaders, and cross-functional stakeholders.
• Develop communications, training materials, job aids, leader toolkits, and enablement resources that support adoption and effective execution of talent processes.
• Partner closely with Leadership Development and other talent functions to ensure insights from talent reviews, succession planning, assessments, and development planning are translated into meaningful learning and capability-building solutions.
• Lead or contribute to enterprise talent initiatives, including project planning, stakeholder engagement, implementation support, process redesign, and change management activities.
• Research external trends, industry best practices, and emerging talent management approaches to inform recommendations and enhance organizational capability.
• Understand and effectively leverage AI-enabled tools, including Microsoft Copilot, to improve efficiency, enhance insights, streamline talent management processes, and support innovative solutions that advance organizational capability.

• Bachelor's degree in HR, Organizational Development, Business Administration, Industrial-Organizational Psychology, Psychology, or a related field required. Master's degree preferred.
• 5+ years of progressive experience in Talent Management, Organizational Development, Human Resources, Leadership Development, or a related field.
• Experience owning or leading enterprise-wide talent programs, processes, or initiatives.
• Demonstrated experience supporting or managing performance management, goal setting, talent reviews, succession planning, and employee development programs.
• Experience building process governance, translating strategy into operational execution, and driving adoption across diverse stakeholder groups.
• Experience facilitating talent discussions and partnering with leaders and HR Business Partners.
• Strong analytical experience using talent data, reporting, and insights to inform decisions and drive continuous improvement.
• Experience working in a complex, multi-unit, geographically dispersed, or matrixed organization preferred.