Talent Manager

The Talent Manager is a strategic partner responsible for leading initiatives that attract, develop, and retain top talent across the organization. This role combines talent acquisition responsibilities with a strong focus on performance management and skills development, along with employee engagement and retention initiatives. The Talent Manager collaborates across business units to shape talent programs that drive organizational effectiveness and ensure a pipeline of high-performing talent aligned with business goals.

Duties/Responsibilities:

• Lead full-cycle recruitment for critical roles across the organization.
• Forecast talent needs and develop proactive sourcing strategies.
• Enhance recruitment technologies, including ATS and processes to support continuous improvement in the company hiring practices.
• Implement talent management frameworks.
• Lead workforce planning, succession planning, and organizational capability assessments.
• Provide guidance to leaders on performance coaching, feedback, and development planning.
• Identify organizational skill gaps and lead the development of targeted learning solutions.
• Deliver leadership development, onboarding, and upskilling programs.
• Facilitate employee engagement initiatives.
• Leverage HR analytics to inform talent decisions and measure program effectiveness.
• Present insights and recommendations to senior leadership regarding talent programs using metrics such as time-to-fill, quality of hire, retention, and turnover.
• Other duties as required.

• Knowledge of talent acquisition and management best practices.
• Strong leadership, communication, and stakeholder management skills.
• Proficiency in HRIS, ATS, and data visualization tools.
• Ability to lead complex projects and influence change across the organization.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field preferred.
• 5 years of progressive experience in talent acquisition and talent management.
• Experience working in a strategic HR role with cross-functional influence.

Supervisory Responsibilities:

• None

Physical Requirements:

• Employees in this position are required to be able to hear and have sufficient vision to utilize all office equipment.
• Use of hands and fingers is required to utilize standard office equipment.
• Requires occasional lifting up to 15 pounds.
• Prolonged periods of sitting, either while driving or at a desk and working on a computer.
• Local travel by car is occasionally required; approximately 10% of the workweek.

These physical requirements are representative of those required to successfully perform the essential functions of this position. Reasonable accommodation will be made to enable individuals with disabilities to perform these functions if requested.