Manager, Talent Programs

Job Description

Job Summary

Reporting to the Director of Talent & Performance Management, the Talent Programs Manager plays a critical role in our mission to deliver extraordinary results through high performance and exceptional experiences by managing and delivering programs that deeply understand and address organizational, cultural and employee needs. Specifically, the Talent Programs Manager is responsible for program management of Goal Planning, Performance Management, Career Development Planning, Employee Experience, and Continuous Listening including planning timelines, activities and content, collaborating with stakeholders, partners and vendors, developing and delivering enablement, tracking and measuring success metrics and driving continuous improvement. Serves as functional owner (process/product owner) for SuccessFactors Performance & Goals and related talent program experiences, translating program needs into system requirements and partnering with HR Tech and Talent Analytics & Systems for delivery.

This role is a remote opportunity.

Responsibilities

• Partners closely across the organization to plan, develop and implement TPM programs that support D&Z's core values and cultural tenets, highlighting a commitment to a high-performance culture and employee engagement. Oversee project management and execution of multiple high visibility and high stakes programs, coordinating efforts across multiple partners, stakeholders and vendors and managing interdependencies between players, efforts and timelines. Owns annual program roadmap/backlog and cycle retrospectives. 30%
• Builds content and leads activities for goal setting, performance management, employee engagement, continuous listening and other related programs, including, but not limited to, managing communications and training, distributing data and insights, developing action plans, tracking key action items, and planning associated events for the organization. Owns HRBP enablement for goal/performance cycles; serves as the primary HRBP-facing thought partner for program intent ('why'), expectations, and adoption. 25%
• Drives accountability for program success by identifying and mitigating risks and defining and monitoring success criteria and metrics. Translate program changes into system requirements; partner with HR Tech (configuration) and Talent Analytics & Systems (ops/reporting) to deliver. Own UAT sign-off and ensure system behavior aligns to program intent. Establish decision standards for form actions (e.g., delete vs remove visibility; reroute criteria) in partnership with HR Tech/Security. 15%
• As part of continuous listening and employee voice accountability, provides respective employee program owners (e.g, talent acquisition, onboarding, learning & organizational development, etc.) with key insights and recommendations for improvement based on pulses and surveys. Monitors action planning progress and provides recommendations for measurement of improvement over time. Owns design, communications, and action planning; Partners with Talent Analytics & Systems for tooling/administration. 15%
• Provides guidance to managers to adopt best practices in employee performance management, employee engagement, and team development. Monitor and support the implementation of effective management practices that align with the organization's goals and culture, creating and providing resources as determined. 10%
• Collaborate with corporate communication teams to enhance brand awareness by showcasing and marketing the organization's culture, curating the D&Z employee experience throughout the entire lifecycle. Create and manage branding materials, packaging, and collateral that connect and promote the company's culture and values both internally and externally. 5%

KSAs (Knowledge, Skills, and Abilities)

• Comprehensive knowledge performance management, employee engagement and employee listening, plus general knowledge of other HR functions (eg., talent acquisition, L&OD, HRBPs, total rewards, etc).
• Expertise in designing and implementing large-scale cross-functional programs, including strategy and planning, project management, stakeholder management, communications and marketing, training and enablement, reporting and continuous improvement.
• Ability to design surveys and derive insights from analysis and results to identify trends and areas for improvement and make meaningful recommendations for action.
• Strong functional knowledge of talent management tools and systems; ability to translate program requirements into system requirements; comfort navigating constraints and tradeoffs.
• Ability to learn, grow and evolve perspective based on internal and external changes and demands; ability to thrive and produce in ambiguous circumstances.

Minimum Qualifications

• Bachelor's Degree in Arts/Sciences (BA/BS) in Human Resources, Organizational Development, Business Administration, Psychology, or a related field or equivalent experience Required
• Master's degree in Arts/Sciences (MA/MS) Preferred
• 5+ years in Human Resources, with at least 3-5 years in Talent Management, Performance Management, Employee Engagement, People Analytics, Employee Listening or a related field. Required

In compliance with this state's pay transparency laws, the salary range for this role is $91,600 - $137,400. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. (The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements).

Essential Functions

• Visual acuity (e.g., needed to prepare and analyze data, to transcribe documents, to view a computer, to read, to inspect objects, to operate machinery R (Regular))
• Manual Dexterity (e.g., picking, pinching, typing, or other working that uses the fingers)
• Hearing R (Regular)
• Talking R (Regular)
• Capacity to think, concentrate and focus over long periods of time R (Regular)
• Ability to write complex documents in the English language R (Regular)
• Ability to read complex documents in English language R (Regular)
• Capacity to express thoughts orally (e.g., accurately, quick and loudly convey spoken instructions to workers) R (Regular)
• Capacity to reason and make sound decisions R (Regular)

Travel

20% ability to travel up to 20%

Compensation and Benefits

Compensation and Benefits-