Senior Manager Talent Managment

Overview

Talent Framework Embedment & Governance

• Embed and sustain the existing global/regional Talent framework across RME.
• Ensure consistent application of standards, calibration quality, and decision discipline.
• Translate framework insights into clear talent actions aligned to business priorities.

Succession, Pipelines & Capability Demand

• Ensure credible succession coverage and future-ready pipelines for critical roles.
• Partner with HRBPs and leaders to identify capability gaps and readiness risks.
• Convert talent and succession insights into targeted development and mobility actions.

Learning Needs, Leadership & Talent Programs

• Establish clear Learning Needs Analysis (LNA) based on business strategy, capability gaps, and succession priorities.
• Ensure regional learning investments are focused, purposeful, and outcome-driven.
• Guide the region on the effective use of Global Learning Academy and development offerings, ensuring they are applied where they add real value.
• Design, manage, and govern regional talent and leadership programs (e.g. high-potential programs, leadership communities, targeted capability accelerators).
• Ensure talent and leadership programs are connected, coherent, and reinforce business priorities—not standalone initiatives.

Performance & Engagement Embedment

• Embed global Performance and Engagement approaches in a way that enables differentiation and action.
• Support HRBPs and leaders to move from process compliance to meaningful performance and development conversations.

Talent Data, Insights & Decision Support

• Leverage Talent Tracker and HR systems to provide clear insight on talent health, readiness, and risk.
• Partner closely with HR Operations to ensure data integrity and reporting consistency.

Qualifications

• Minimum 10 years of progressive HR experience with extensive experience in Talent Management within large organizations.
• Proven experience in competency frameworks, career development, succession planning.
• Strong professional presence, ability to build relationships across all levels of the organization.
• Strong communication skills with ability to influence and negotiate; Ability to influence without authority
• Progressive, conceptual thinker with ability of turning abstract concepts into solid frameworks and initiatives
• Ability to apply talent management process and tools to support strategic business objectives
• Strong analytical skills