Senior Manager - Talent Development

Our associates celebrate lives. We celebrate our associates.

SPECIFIC RESPONSIBILITIES

Team Leadership & Management

• Set the team's short- and long-term goals in support of department and company objectives and communicate their business impact to senior stakeholders.

• Lead, coach, and develop a team of Talent professionals, providing feedback, workload allocation, and clear standards for program design and delivery.

• Build a collaborative, service-oriented team culture focused on quality, continuous improvement and impact.

Talent Strategy, Governance & Stakeholder Partnership

• Own project management and execution of assigned Talent programs while contributing innovative, subject-matter expertise and recommendations that shape the enterprise Talent strategy.

• Make execution decisions within approved frameworks, budgets, and standards; escalate strategic trade-offs to senior leadership.

• Advise and influence senior leaders through data, insights, and recommendations that support talent discussions and decisions.

• Build and sustain partnerships across Learning & Development, Recruiting, HR Business Partners, Compensation, and HR Technology, connecting programs to broader business strategy and bringing in external best practices.

Performance Management

• Own the annual performance cycle tools, communications, training, timelines, and calibration support and adapt it as organizational needs evolve.

• Partner with and influence HR Business Partners and business leaders to keep the process results-oriented, current, and effective.

Succession Planning, Talent Reviews & Leadership Pipelines

• Manage and execute enterprise talent-review and succession planning processes, partnering with HR and business leaders to drive consistency, calibration, and actionable outcomes.

• Track pipeline health for critical and leadership roles, using data to surface talent gaps, risks, and bench-strength opportunities, and partner with leaders on actions to strengthen internal talent supply.

• Connect recruitment and talent development by surfacing internal candidates for critical and leadership roles.

High-Potential Talent Identification

• Manage identification, tracking, and differentiation of high-potential talent using established frameworks, partnering with business leaders and Learning & Development on assessment and development follow-up.

Organization Effectiveness

• Partner and support HR Business Partners on opportunities to enhance team and organization performance.

Career Planning, Progression and Development

• Build frameworks and tools that support career development, clarify career paths, progression expectations, and development requirements.

• Align career programs with competency models in partnership with Learning & Development, and champion career ownership across the organization.

Competency & Skills Management

• Manage and evolve SCI's Success Behavior (Competency) and Skills framework, including model maintenance, assessment support, and skills data integrity.

Mentor Program

• Manage SCI's mentorship programs end to end including design, matching, communications, participant experience and drive ongoing improvements.

Technology & Analytics (Workday Talent Oversight)

• Serve as functional lead and SME for Workday's performance, talent, and succession modules, partnering with HR Technology on impact and enhancements, including AI functionality and testing.

• Deliver dashboards, metrics, and insights that inform talent decisions and workforce strategy.

EDUCATION/EXPERIENCE/MINIMUM REQUIREMENTS

Education:

• Bachelor's degree in Human Resources Management/Development, Industrial-Organizational (I-O) Psychology, Organizational Development/Leadership, Business, or a related program.

Experience:

• Eight (8) years of progressive experience designing, developing, and facilitating talent management activities, with a strong focus on performance management, succession planning, talent reviews, high-potential identification, and career development.

• Four (4) years of experience managing others.

• Two (2) years of hands-on experience with Workday or related HCM systems.

Knowledge, Skills & Abilities:

• Ability to communicate and build influential partnerships effectively at all levels.

• Proven success balancing strategic recommendations with hands-on execution of enterprise-wide talent initiatives.

• Excellent leadership, interpersonal, and presentation/facilitation skills.

• Ability to work through others to accomplish goals, with proven conflict resolution and problem-solving ability.

• Experience using assessments and/or models to identify and drive key actions.

• Strong analytical skills with the ability to translate data into actionable insights.