Talent Manager

Description

FLSA Status: Exempt

Location: Remote

Job Summary

The Talent Manager is responsible for developing and executing talent strategies that support organizational growth, employee engagement, and leadership development. This role oversees performance management, succession planning, talent acquisition, and learning and development initiatives to ensure the organization attracts, develops, and retains high-performing employees.

The Talent Manager partners closely with leadership and department managers to build a strong talent pipeline, foster a culture of continuous improvement, and align workforce capabilities with business objectives.

Requirements

• Design implements and executes the vision and strategy for Talent Management as set by the General Manager, Human Resources and additional leaders across the business unit.
• Develops, executes on, and/or oversees the work of direct reports and other regional team members for successful completion of strategic talent initiatives including, but not limited to performance management, succession planning, talent profiles, talent assessment, coaching, competency & skills assessment and career pathing.
• Partners with total rewards on joint initiatives related to job descriptions, skills/competency mapping, and career pathing.
• Collaborates with corporate and manufacturing team members, BU partners, and third-party providers to design, develop, and/or curate aligned solutions.
• Develops and communicates solution proposals; clearly articulates business need, approach, solutions, recommendations, and rationale.
• Serves as a thought leader for talent management efforts; conducts and oversees ongoing research on industry best practices and applies as appropriate.
• Provides guidance on the use of assessment instruments in support of organizational development, recruiting, talent management, and leadership development programs and initiatives.
• Identifies skill and behavioral requirement and develops models and frameworks that become the target of enterprise development priorities.
• Partners with the human resources department across multiple locations to mine and analyze talent and learning data to glean insights for prioritizing targeted organizational and talent management and/or development opportunities.
• Partner with General Manager, Human Resources to turn research and recommendation into actional programs and/or practices
• Proposes aligned approach for designing, analyzing, identifying gaps, and designing recommended solutions to address organizational needs.
• Advice on the use of organizational change management best practices.
• Builds and maintains strong relationships with team members, leaders, key stakeholders, and external contracts to bolster alignment with and support of organizational development and talent initiatives, serves as a role model for team members in building and maintain relationships.
• Define and refine processes and procedures across the OD team for continuous improvement and ideal partner/internal customer experience.
• Provide recommendations to business units regarding assessments of team members’ technical skills, professional development, and career pathing
• Conduct regular 1:1s, evaluate performance, provide feedback, and complete performance reviews.
  
  

Basic Qualifications

• Bachelor’s degree in human resources, Business Administration, Organizational Development, Psychology, or related field
• 10 years of progressive experience in talent management, learning and development, or organizational development
• Demonstrated experience managing training and development programs, leadership development initiatives, and employee learning strategies
• Experience designing and implementing succession planning and workforce planning processes
• Proven background in talent acquisition, recruiting strategies, and full-cycle hiring processes
• Experience administering and improving performance management programs, including goal setting, performance reviews, and employee development planning
• Knowledge of HR best practices, employment laws, and talent management methodologies
• Strong project management and organizational skills with the ability to manage multiple priorities simultaneously
• Excellent verbal, written, facilitation, and interpersonal communication skills
• Strong analytical and problem-solving skills with experience using HR metrics and reporting tools to drive decisions
• Ability to build effective relationships and collaborate cross-functionally with leaders, managers, and employees at all levels
• Experience with HRIS, ATS, LMS, and performance management systems
• Proficiency in Microsoft Office Suite, including Excel, PowerPoint, and Word
• Ability to handle confidential and sensitive information with professionalism and discretion
• Strong coaching, consulting, and stakeholder management skills
• Experience supporting change management and organizational transformation initiatives preferred
  
  

Preferred Qualifications

• Professional certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred
  
  

Equal Opportunity Employer Statement: UBE is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, or status as a qualified individual with a disability.