Talent Management & Organizational Development Manager

The Opportunity

We are looking for a bold, digitally fluent Talent Management and Organizational Development Manager to help reimagine how our organization attracts, develops, engages, and enables talent.

This is not a traditional HR program-management role. It is an opportunity to help build the operating system for talent-connecting performance, potential, leadership, engagement, organizational effectiveness, workforce insights, and business priorities into one integrated employee experience.

You will combine strategic thinking with operational excellence, using data, digital platforms, and artificial intelligence to transform how talent decisions are made. You will serve as a trusted consultant to leaders at every level from front-line managers to senior executives, helping them strengthen teams, accelerate performance, navigate change, and build the capabilities required for the future.

The ideal candidate is equal parts strategist, consultant, designer, analyst, and operator. You know how to turn complex organizational challenges into practical, scalable solutions that create measurable business and people outcomes.

What You Will Lead

Talent and Performance

• Design and continuously evolve enterprise talent-management practices, including performance management, talent reviews, succession planning, career development, internal mobility, and leadership development.
• Create modern performance experiences that strengthen accountability, encourage meaningful feedback, and connect individual contributions to organizational priorities.
• Partner with leaders to identify high-potential and critical talent, assess organizational risk, and build actionable development and succession plans.
• Develop differentiated talent strategies for critical roles, emerging capabilities, leadership populations, and key workforce segments.
• Integrate performance, potential, skills, aspirations, and business needs to improve the quality of talent decisions.

Organizational Development and Effectiveness

• Consult with leaders to diagnose organizational challenges and identify solutions related to structure, operating models, team effectiveness, leadership capability, culture, decision-making, and ways of working.
• Lead organizational-development interventions that improve clarity, collaboration, accountability, agility, and execution.
• Facilitate leadership sessions, talent discussions, team-effectiveness engagements, strategy workshops, and organizational assessments.
• Support organization design and transformation efforts by translating business strategy into the capabilities, roles, structures, and behaviors needed for success.
• Equip leaders and teams to navigate change through practical change-management strategies, stakeholder engagement, communications, and capability building. 

What You Bring

• Significant experience in talent management, organizational development, organizational effectiveness, leadership development, employee engagement, people analytics, HR strategy, or a related discipline.
• Deep expertise across multiple talent domains, including performance management, talent reviews, succession planning, development, engagement, analytics, and program operations.
• Demonstrated success consulting with leaders at all levels, including senior executives.
• Experience designing and implementing enterprise-wide talent or organizational-development solutions in a complex, evolving environment.
• Strong business acumen and the ability to understand strategy, operating models, workforce implications, and organizational performance.
• Advanced analytical capability, including experience interpreting workforce data, identifying meaningful patterns, and translating findings into action.
• Fluency with digital talent platforms, people analytics tools, employee-listening technologies, collaboration tools, and AI-enabled solutions.
• Practical knowledge of responsible AI principles and the opportunities and risks associated with using AI in talent decisions.
• Strong facilitation, executive communication, storytelling, presentation, and stakeholder-management skills.
• Exceptional program and operational management capability, with the ability to move between long-term strategy and detailed execution.
• Experience leading complex initiatives across functions, geographies, business units, or employee populations.
• A bachelor’s degree in human resources, organizational psychology, organizational development, business, analytics, or a related field. An advanced degree or relevant professional certification is valued but not required.

How You Lead

You are:

• Future-focused: You anticipate how work, leadership, technology, and employee expectations are changing.
• Insight-driven: You use evidence and analytics to challenge assumptions and improve decisions.
• Digitally courageous: You experiment thoughtfully with AI, automation, and emerging technologies.
• Human-centered: You design solutions that work for real people, not just processes.
• Commercially minded: You connect talent strategies to measurable business outcomes.
• Consultative: You listen deeply, diagnose accurately, and offer practical, courageous guidance.
• Operationally exceptional: You create clarity, discipline, consistency, and momentum.
• Influential: You build trust quickly and align stakeholders across organizational boundaries.
• Inclusive: You incorporate diverse perspectives and design experiences that expand access and opportunity.
• Action-oriented: You move ideas from concept to adoption and measurable impact.

What Success Looks Like

Within this role, success means:

• Leaders make faster, stronger, and more evidence-based talent decisions.
• Performance practices create greater clarity, accountability, feedback, and development.
• Succession pipelines become deeper, more diverse, and better aligned with future business needs.
• Employee insights lead to visible action and measurable improvements in engagement and organizational health.
• Talent processes become simpler, more connected, and easier for leaders and employees to navigate.
• AI and digital tools are used responsibly to improve insight, personalization, efficiency, and decision quality.

Why This Role Matters

The future of work will not be built through isolated programs or incremental process improvements. It will be built by connecting human potential, business strategy, organizational intelligence, and technology in entirely new ways.

In this role, you will help create that future.

You will have the opportunity to challenge outdated practices, introduce new capabilities, equip leaders with better insights, and design talent experiences that unlock performance at scale. Your work will directly shape how people grow, how leaders lead, how teams perform, and how the organization evolves.

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