SUMMARY The Talent Management Manager is responsible for designing, implementing, and sustaining enterprise-wide talent management strategies that enable the organization to attract, develop, retain, and deploy high-quality talent. This role ensures robust succession pipelines, fosters leadership excellence, and mitigates key talent risks for mission-critical positions. KEY AREAS OF RESPONSIBILITY Talent Assessment & Identification Lead the design and execution of enterprise talent reviews, assessments, and calibration processes. Implement evidence-based tools and methodologies to evaluate skills, potential, and readiness of employees. Partner with People Strategy Partners and business leaders to ensure objective, consistent talent decisions. Competency Frameworks & Capability Building Develop, update, and embed competency frameworks that align with organizational values, strategy, and future skills needs. Ensure competency models are integrated into recruitment, performance, learning, and career development processes. High-Potential & Leadership Development Establish clear criteria and processes for identifying high-potential talent across levels and geographies. Design and manage leadership development programs to accelerate readiness for future roles. Track progress and measure impact through talent metrics and business outcomes. Flight Risk & Retention Strategy Develop predictive insights and early warning systems for potential attrition of critical talent. Partner with leaders and People Strategy Partners to design proactive retention and engagement plans. Monitor and report on critical turnover trends and interventions. Mission-Critical Position Management Maintain an up-to-date inventory of mission-critical roles across the organization. Ensure succession plans and talent pipelines are in place for all key positions. Facilitate readiness acceleration for successors through targeted development experiences. Data, Insights & Governance Leverage people analytics to inform talent strategy, measure program effectiveness, and drive continuous improvement. Maintain governance standards for talent processes to ensure fairness, transparency, and compliance. KEY REQUIREMENTS: Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field (Master's preferred). 5+ years of progressive HR or Talent Management experience, with at least 3 years in a specialist or leadership role. Proven track record in talent assessment, leadership development, and succession planning. Experience in implementing competency frameworks and using psychometric tools. Strong strategic thinking and analytical skills. Excellent facilitation, influencing, and stakeholder management capabilities. High level of integrity, confidentiality, and sound judgment. Proficiency in talent analytics tools, HRIS, and MS Office Suite. Show more Show less