Senior Manager, Talent Management

The Senior Manager, Talent Development is responsible for supporting the elaboration of the Talent Strategy and leading design, delivery, and continuous improvement of enterprise talent development strategies. This includes leadership development, employee development portfolios, performance/career and succession planning processes. This role ensures the creation of impactful and scalable programs/processes that strengthen leadership capability, accelerate employee growth, and build a robust and diverse pipeline for critical and executive roles. This role drives alignment between leadership and talent initiatives and organizational priorities, enabling enterprise-wide talent strategies that support long-term business growth, organizational effectiveness, and cultural integration. Reporting to the Vice President of Talent & Culture, the Senior Manager plays a critical role in anticipating talent risks and shaping proactive, data-driven development and succession strategies, including ownership of executive succession pipelines. The role also defines vendor strategy and oversees external partners delivering talent development solutions (e.g., coaching, mentoring, assessments), ensuring quality, consistency, and measurable impact. Leveraging technology (e.g., Workday) and advanced analytics, including AI-enabled tools, this leader drives innovation, insights, and continuous improvement across talent practices.

What will you do?

Talent Development Strategy & Portfolio Management

• Lead the design, execution, and continuous improvement of employee and leadership development portfolios, including core programs (e.g., performance, potential, job rotations, mentoring, coaching, assessments).

• Ensure alignment with business strategy, scalability, and consistent governance across regions and functions.

• Define success measures and leverage analytics to assess program effectiveness and drive continuous improvement.

• Own vendor strategy and management, as well as budget planning and oversight.

Succession Planning & Executive Talent Management

• Drive the enterprise succession planning process, ensuring strong and diverse pipelines for critical and executive roles (including ELT).

• Lead the implementation of leadership development frameworks across leadership levels.

• Provide data-driven insights to identify talent risks, inform decision-making, and strengthen leadership bench strength.

• Oversee the preparation of high-quality executive talent materials, with clear and compelling analytics and storytelling.

Strategic Partnership & Talent Consulting

• Act as a trusted advisor to HR Business Partners on talent development, succession, and readiness strategies.

• Provide expert guidance on talent planning and capability building aligned with business priorities.

• Lead and facilitate enterprise talent reviews and calibration processes, ensuring alignment, transparency, and consistency of talent data across functions and geographies.

Integration, Innovation & Capability Building

• Drive integration across Talent Management, Talent Acquisition, Culture, and Learning teams to deliver cohesive, end-to-end talent solutions.

• Champion the use of technology (e.g., Workday) and advanced analytics, including AI-enabled tools, to modernize talent practices and enhance decision-making.

• Build organizational capability through frameworks, tools, and enablement of HR and business leaders.

What you'll need:

• A Bachelor’s degree in Human Resources, Business Administration or related field.

• Master's degree in organizational development, Analytics, Business Strategy, or related fields preferred.

• 8-10+ years of progressive experience in Talent Management, Organizational Development, or Human Resources with direct exposure to executive-level development, succession planning, and strategic workforce planning.

• Proven track record in: Designing and delivering enterprise-wide talent programs, Leading cross-functional initiatives involving senior stakeholders, Applying data-driven approaches to leadership development and organizational effectiveness.

• Experience working in global or matrixed organizations, with the ability to influence across geographies and business units.

• Deep knowledge of executive development, succession planning, and organizational effectiveness, with the ability to align programs to enterprise leadership frameworks and business goals.

• Strong capability in managing complex initiatives, synthesizing talent data into actionable insights, and applying a product mindset to drive continuous improvement.

• Exceptional communication and stakeholder engagement skills, with the ability to lead global teams and influence across HR, business units, and executive leadership.

• Digital mindset

• Able of analytics driven by data

• Solid proficiency in Microsoft Office, including Word, PowerPoint, Outlook and Excel

• Familiarity with modern HRIS systems, e.g. Workday, SAP and other applicable technology, e.g. PowerBI preferred

What’s In It for You: 

• An attractive base salary + an annual incentive 

• 11 paid holidays each year 

• 401k with a company match and annual company contributions 

• Paid sick leave for when you need it 

• A robust benefits package which includes Medical, Dental, and Vision insurance 

• A hybrid working schedule 

• Outstanding growth opportunities, both within Mosaic and for your skillset