Manager, Talent Management

Role Summary

The Manager, Talent Management - Succession, Engagement & Assessment Strategy leads enterprise processes to identify, develop, and sustain leadership bench strength and coordinates the organization’s listening strategy. This role sits in the Talent & Engagement Center of Excellence and partners with the broader HR organization, Talent Partners, and HR Business Partners to execute an overarching strategy ensuring the organization has the current and future capabilities needed to achieve priorities.

Responsibilities

• Manage enterprise talent reviews and succession planning processes, ensuring consistency, rigor, and actionable outcomes.
• Co-design and maintain high-potential identification frameworks validated against outcomes and fairness standards.
• Manage the use of psychometrically sound assessments to support selection, development, and succession decisions.
• Define critical roles, monitor pipeline health, and highlight enterprise leadership risks.
• Build and deliver dashboards and scorecards on bench strength, readiness, and talent risks.
• Ensure fairness, validity, and compliance in all assessment and talent processes.
• Coordinate colleague engagement process and results delivery.
• Handle highly sensitive employee and organizational data with confidentiality and discretion.
• Partner with Talent Partners, HRBPs and business leaders to build capability in interpreting talent data and applying insights.

Qualifications

• 3-5 years in Talent Management/Assessment with direct responsibility for succession, talent reviews, and assessment frameworks.
• Experience designing and validating assessments for a global population.
• Skilled in building executive-level dashboards and leveraging HR systems.
• Proven collaboration with Legal/Compliance functions on compliant practices.
• Demonstrated discretion handling sensitive talent data with senior leaders.

Skills

• Expert knowledge of psychometrics, assessment methods, and high-potential identification frameworks.
• Working knowledge of employment law, global compliance requirements, and case precedents in assessment/talent practices.
• Strong statistical and analytical ability; adept at integrating multiple data sources into meaningful insights.
• Clear and compelling communicator with strong facilitation and calibration skills.
• High integrity, confidentiality, and sound professional judgment.
• Ability to balance scientific rigor with practical, business-focused solutions in complex global contexts.

Education

• Master's degree in Industrial/Organizational Psychology, Human Resources, or related field required; Ph.D. preferred.
• Formal training in psychometrics, validation practices, and succession/talent methodologies strongly desired.