Senior Talent Management Manager, OpenGov

• They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership
• 10+ years of experience in talent management, organizational development, or related HR disciplines
• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field
• Proven experience owning and scaling enterprise talent programs with significant organizational impact
• Demonstrated ability to influence senior leaders and drive outcomes in a highly matrixed environment
• Strong program leadership, analytical, and change-management capabilities

Desirable

• The Sr. Talent Management Manager is a senior-level functional expert responsible for owning and leading large, complex segments of the enterprise talent portfolio without direct people management responsibilities
• This role operates with significant autonomy and accountability, translating enterprise talent strategy into scalable, sustainable programs that drive performance, engagement, and leadership capability
• This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured
• Own end-to-end accountability for major enterprise talent programs or program portfolios (e.g., performance management, leadership development, succession planning, career development, engagement, etc.)
• Translate enterprise talent strategy into multi-year roadmaps, annual operating plans, and execution priorities for assigned programs
• Make independent decisions within program scope, including design tradeoffs, sequencing, resourcing needs, and change approach
• Identify systemic gaps or risks in talent processes and proactively recommend solutions to the Director and People leadership
• Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch
• Lead complex, cross-functional execution across multiple workstreams, stakeholders, and timelines
• Establish program governance, operating cadence, escalation paths, and success metrics
• Partner closely with HR Tech and People Operations to ensure systems, workflows, and data structures support scalable delivery
• Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout
• Resolve complex execution issues, balancing business needs, employee experience, and operational constraints
• Act as a senior partner to HRBPs and business leaders on talent programs, providing guidance on application, interpretation, and decision-making
• Influence senior leaders through data, insights, and program outcomes rather than positional authority
• Partner with Compensation, Learning, and other COEs to ensure talent programs are integrated and aligned
• Represent Talent Management in cross-functional forums, planning cycles, and enterprise initiatives as needed
• Own change-management strategy for assigned talent programs, including stakeholder alignment, risk mitigation, and adoption planning
• Design enterprise communication strategies and manager enablement materials to drive clarity and sustained adoption
• Ensure leaders and managers are equipped to execute talent processes effectively and consistently
• Drive accountability for participation, quality, and outcomes in partnership with HRBPs and business leaders
• Lead execution and continuous improvement of performance management and talent review processes within assigned scope
• Design and deliver leadership and career development programs aligned to organizational priorities
• Own execution of employee engagement programs or segments, including insight synthesis and action-planning frameworks
• Ensure programs produce measurable improvements in manager effectiveness, engagement, and talent outcomes
• Define KPIs and success measures for assigned programs; own dashboards and reporting
• Analyze trends across performance, engagement, succession, and development data to inform recommendations
• Use insights to evolve programs and influence broader talent strategy discussions
• Present findings and recommendations to People leadership and senior stakeholders