Senior Manager, Strategic Talent Elevation

Stellenbeschreibung:

Co-own enterprise talent strategy with the VP, Talent Strategy & Elevation
Architect philosophy, governance, frameworks, and multi-year roadmap for talent management
Operationalize performance management, talent reviews, succession, pipeline, workforce planning, and organizational effectiveness programs
Design calibration philosophy, succession methodology, performance differentiation, and segmentation criteria
Own enterprise talent calendars, toolkits, launch governance, readiness checks, analytics, and follow-through
Build annual calibration processes and manager toolkits
Govern PIP and coaching standards across brands
Own performance outcomes analytics and maintain HRIS talent modules
Architect talent review processes, assessment frameworks, readiness ratings, and talent segmentation
Define high-potential identification criteria, program efficacy metrics, and success measures
Build succession planning methodology and critical-role succession plans
Drive internal mobility strategy, career pathing frameworks, and cross-brand mobility
Connect succession depth, skills gap analysis, and readiness data to workforce planning
Partner on organizational effectiveness diagnostics and people-program efficacy measurement
Lead program launch governance and report metrics to the VP and CHRO
Travel regularly to centers and field sites to learn brand nuances and build relationships with field leaders

Requirements

8+ years of progressive HR experience
At least 3 years owning or co-owning enterprise-level talent management programs and leading a team
Proven experience architecting talent review, succession, and performance systems from the ground up
Experience inside a large, distributed organization; 10,000+ employees strongly preferred
Developed talent philosophy and ability to contribute to strategy conversations with senior stakeholders
Exceptional operational discipline, including building calendars, designing toolkits, tracking milestones, and follow-up
Skilled in facilitation, stakeholder management, executive presence, and influencing without authority in a matrixed environment
Strong collaborative instincts with L&D, HR Operations, and HRBP partners
Strong data orientation and ability to build narratives from talent outcomes data
Workday Talent or equivalent HRIS experience required
Genuine desire to visit centers, learn brands, and build relationships beyond the corporate center
Comfortable with periodic travel for program delivery
Ability to travel up to 25%

Core Competencies

Demonstrates expertise in architecting and operationalizing enterprise-level talent management programs, including performance management, succession planning, and workforce analytics. Proven ability to collaborate with senior stakeholders and lead cross-functional teams in a large, distributed organization.