Our team members are the key to our company’s success, and their health and well-being, as well as that of their families, is very important to us. We offer a comprehensive benefits package that allows our team members stay healthy, plan for their future and maintain a healthy work-life balance. Benefits may vary with employment status. To see our fill list of Team Member Benefits please visit our career site: www.gotoworkhappy.com/benefits
Job Description:
The Manager - Talent Management partners with business and HR leaders to design and deliver enterprise talent programs that strengthen performance, development, succession, and organizational readiness. Reporting to the Director - Talent Management, this role leads a defined portfolio of talent initiatives across multiple properties and global locations based on organizational priorities and areas of responsibility. The Manager uses practical processes, workforce insights, and cross-functional partnership to improve talent decisions and the leader and team member experience.
Essential Duties & Responsibilities:
Talent Management Programs and Projects
· Lead the implementation and continuous improvement of assigned talent programs within the enterprise strategy and governance framework established by the Director. Provide subject-matter guidance and partner with stakeholders across assigned properties and functions to support consistent execution.
· Manage assigned initiatives from planning through launch and evaluation, coordinating stakeholders, timelines, risks, testing, adoption, and follow-up actions. Develop communications, training, leader resources, and change-management plans for assigned initiatives in alignment with the enterprise approach established by the Director.
Performance Management
· Lead assigned performance review cycles, including annual, mid-year, 60-day, and other review processes, from preparation through completion and post-cycle evaluation.
· Coordinate review populations, timelines, forms, communications, leader support, calibration activities, reporting, issue resolution, and process improvements.
Talent Reviews, Succession Planning, and Goals
· Plan and facilitate talent reviews that assess performance, potential, readiness, talent risk, critical-role coverage, and development priorities, and translate outcomes into succession, development, retention, and internal mobility actions.
· Support the development of systematic succession planning practices, including critical-role identification, successor readiness, talent risk, development actions, and progress monitoring.
· Design and support goal-setting practices that connect company priorities with measurable departmental, role, and individual goals.
Talent Analytics and Executive Insights
· Analyze data before, during, and after talent initiatives to measure participation, progress, outcomes, trends, and areas of risk or opportunity.
· Translate workforce and talent data into clear dashboards, executive narratives, and actionable recommendations that help senior leadership evaluate progress, identify talent risks, and determine future priorities.
Job Architecture and Catalog Governance
· Support the governance and upkeep of job profiles, job families, job family groups, management levels, job levels, career structures, and related catalogs.
· Conduct job and talent analyses, coordinate updates and approvals, and support annual audits to maintain alignment with the global job catalog and global job description catalog.
Cross-Functional HR Partnership
· Partner with Learning and Development to connect talent insights with leadership capability, coaching, learning, and development planning.
· Partner with Compensation on job architecture, performance-related processes, merit-cycle readiness, and consistent leader guidance.
· Partner with Team Member Relations to promote fair, consistent, timely, and well-documented performance practices.
· Collaborate with Talent…