Senior Talent and Enablement Manager, Confluent

• The ideal candidate brings experience driving ongoing and launching new talent management programs that enable meaningful growth and performance for individuals and teams
• This role requires an individual with deep understanding of talent management practices who can transition from big picture to details while integrating business and talent priorities
• If you’re excited about owning programs that will impact all employees and driving a high-performance culture, we invite you to apply and join our growing team
• Proven experience designing, implementing, and improving talent management programs including promotion, performance management, talent calibration, and career frameworks
• Ability to transition between strategizing and executing to lead multiple projects and priorities in a fast-paced environment
• Strong program management skills and ability to lead complex, cross-functional initiatives from inception through deployment – including defining scope and execution milestones
• Demonstrable experience aligning HR and business priorities
• Exceptional interpersonal skills to be able to influentially drive alignment among stakeholders of all levels
• Deductive problem solving for moderate to highly complex problems; some limited data analysis may be required
• 6+ years of experience in HR and talent management

Desirable

• As a Senior Talent Management and Enablement Manager you will be the primary driver behind our programs and systems for assessing, retaining, and developing top-tier talent across Confluent
• As the first dedicated leader for Talent Management, you will work closely with all of our centers of excellence in the People function and cross-functional stakeholders to implement processes and practices that enable our people and the business to grow
• This role is scoped as a senior, high-impact individual contributor with the potential to grow a team over time
• It reports to the Head of Talent Management & Development
• Foster a culture of continuous feedback and growth by owning, operating, and driving strategy for key programs such as promotions, talent calibration, and career frameworks
• Partner with People Business Partners, Employee Relations, and business leaders to integrate and align our talent management and broader organizational priorities
• Lead design and implementation of new programs to enhance talent mobility, succession planning, career development, and more
• Partner with the People Leadership and Executive teams to assess and improve employee engagement
• Collaborate with the L&D team to create transparent pathways for employee growth
• Engage regularly with leaders across the business to assess needs and identify opportunities to improve our talent management strategy