What are the responsibilities and job description for the Sr. Global Talent Manager position at Hunter Sage?
Our client is seeking a forward-thinking Sr. Global Talent Manager to help shape their future of people, culture, and leadership. In this role, you’ll work closely with senior leadership to design impactful development programs, strengthen performance practices, and support a culture where employees can grow, thrive, and lead with confidence.
As a strategic partner to the Chief People Officer, you'll build and scale initiatives that enhance capability at every level—whether that’s designing leadership pathways, improving performance conversations, or creating training experiences that support long-term success.
Responsibilities:
- Build and execute a company-wide development strategy that equips employees and leaders with the skills they need to excel.
- Launch and manage learning programs, leadership development tracks, and growth opportunities across all locations.
- Refresh and evolve performance practices, including goals, coaching rhythms, and annual review processes.
- Create training content and deliver sessions for new and seasoned leaders covering fundamentals of people management.
- Partner with cross-functional teams to align development programs with business needs and long-term workforce planning.
- Lead core talent initiatives including onboarding, orientation, coaching, and career progression tools.
- Introduce and refine talent assessment methods to identify high-potential employees and support succession planning efforts.
- Track program effectiveness through KPIs, reporting, and data insights to drive continuous improvement.
- Manage relationships with external training partners and ensure programs are effective, scalable, and aligned with organizational goals.
- Collaborate with engagement and HR teams to elevate employee experience and retention.
Qualifications:
- Bachelor’s degree preferred.
- Deep experience in talent development, learning, performance management, or organizational effectiveness.
- Background working across complex or rapidly evolving environments (large companies, consulting, or PE-backed organizations ideal).
- Demonstrated success modernizing performance cycles, building capability frameworks, or rolling out large-scale development solutions.
- Strong analytical mindset with proficiency in HR systems, reporting, and data-driven decision making.
- Ability to build trust, influence leaders, and create programs that resonate across diverse teams and skill levels.