Senior Manager, Strategic Talent Elevation

• Co-own enterprise talent strategy with the VP, Talent Strategy & Elevation
• Architect philosophy, governance, frameworks, and multi-year roadmap for talent management
• Operationalize performance management, talent reviews, succession, pipeline, workforce planning, and organizational effectiveness programs
• Design calibration philosophy, succession methodology, performance differentiation, and segmentation criteria
• Own enterprise talent calendars, toolkits, launch governance, readiness checks, analytics, and follow-through
• Build annual calibration processes and manager toolkits
• Govern PIP and coaching standards across brands
• Own performance outcomes analytics and maintain HRIS talent modules
• Architect talent review processes, assessment frameworks, readiness ratings, and talent segmentation
• Define high-potential identification criteria, program efficacy metrics, and success measures
• Build succession planning methodology and critical-role succession plans
• Drive internal mobility strategy, career pathing frameworks, and cross-brand mobility
• Connect succession depth, skills gap analysis, and readiness data to workforce planning
• Partner on organizational effectiveness diagnostics and people-program efficacy measurement
• Lead program launch governance and report metrics to the VP and CHRO
• Travel regularly to centers and field sites to learn brand nuances and build relationships with field leaders

Requirements

• 8+ years of progressive HR experience
• At least 3 years owning or co-owning enterprise-level talent management programs and leading a team
• Proven experience architecting talent review, succession, and performance systems from the ground up
• Experience inside a large, distributed organization; 10,000+ employees strongly preferred
• Developed talent philosophy and ability to contribute to strategy conversations with senior stakeholders
• Exceptional operational discipline, including building calendars, designing toolkits, tracking milestones, and follow-up
• Skilled in facilitation, stakeholder management, executive presence, and influencing without authority in a matrixed environment
• Strong collaborative instincts with L&D, HR Operations, and HRBP partners
• Strong data orientation and ability to build narratives from talent outcomes data
• Workday Talent or equivalent HRIS experience required
• Genuine desire to visit centers, learn brands, and build relationships beyond the corporate center
• Comfortable with periodic travel for program delivery
• Ability to travel up to 25%

Core Competencies

Demonstrates expertise in architecting and operationalizing enterprise-level talent management programs, including performance management, succession planning, and workforce analytics. Proven ability to collaborate with senior stakeholders and lead cross-functional teams in a large, distributed organization.

Highest-signal resume keywords

• Talent Management Program Ownership
• Performance Management Systems Architecture
• Workday Talent HRIS Experience
• Stakeholder Management
• Data Orientation

Hard Skills

• Talent Review Processes
• Succession Planning Methodology
• Performance Differentiation
• Workforce Planning
• Skills Gap Analysis
• Organizational Effectiveness
• High-Potential Identification
• Program Efficacy Metrics
• Analytics
• Governance Frameworks

Soft Skills

• Facilitation
• Executive Presence
• Influencing Without Authority
• Collaboration
• Operational Discipline

Industry Keywords

• Enterprise Talent Strategy
• Organizational Effectiveness Diagnostics
• Cross-Brand Mobility
• Internal Mobility Strategy
• Progressive HR Experience

Tools & Technologies

• HRIS Talent Modules
• Talent Calendars
• Manager Toolkits
• Analytics Tools
• Performance Outcomes Analytics