Manager, Talent

The Talent Manager is a business partner to the management team of assigned function, responsible for leading all human resources functions and providing critical support, coaching and counseling to managers and department leaders. Responsibilities include: supporting Company business goals by formulating policies and procedures and recommending policies, practices, and solutions to management. Manages employee relations, performance management process, development processes, strategic talent management & planning, compensation and incentive programs, and compliance with all governmental regulations. Key Responsibilities Serves as an effective partner to assigned client group(s) by utilizing good judgment, discretion, confidentiality, and professionalism with minimal guidance. Independently works with Business Leaders to assess talent, proactively makes recommendations on talent acquisition needs and promotion readiness. Takes an active role in the performance management process, compensation cycle, and talent review to ensure that employees receive timely, objective and actionable feedback. Conducts exit interviews; provides feedback to clients on key themes while maintaining the confidentiality of individuals. Builds strong relationships with Resource Management and Talent Acquisition Team for assigned client group(s) driving business solutions. Works with leadership to develop human resources policies and procedures that are consistent with company strategies/systems and state/federal employment law. Pulls and analyzes talent data in partnership with Senior Talent Lead. Supports initiatives as needed for full agency (Comp Cycle, Performance Management) Develops strong relationships with business leaders and is viewed as a credible, valued business Talent advisor and problem solver (at all levels) Relationship Building skills Understands the business challenges within and across client groups supported Identifies and implements Talent solutions and programs for groups supported. Influences organizational changes and contributes to business planning for groups supported. Handles complex, potentially political ER issues with sensitivity. Undertakes benchmarking to determine best practices and solutions. Leads complex enterprise Talent projects to introduce new programs, processes or best practices Escalates to leadership, legal, etc. when appropriate Facilitates workshops Actively participates in team meetings Possesses exceptional analytical, decision-making, leadership, organizational, project management, and written and verbal communication skills around operational leadership and strategy