Internal Talent Manager

SBM Offshore•St. Louis, MO

5d•$150,000 - $160,000•Onsite

About The Position

The Internal Talent Manager plays a key role in supporting the organization's long-term talent strategy by developing internal talent pipelines, promoting career growth, and strengthening succession readiness. This position partners with business leaders to identify and develop high-potential employees, foster internal mobility, and align employee development with current and future business needs.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.
5–8 years of progressive experience in talent management, organizational development, human resources, workforce planning, or leadership development.
Experience building succession planning and career development programs.
Demonstrated experience partnering with operational leaders to develop workforce strategies.
Experience utilizing HRIS and talent management systems to analyze workforce data, preferably Workday.
A combination of education, professional certifications, and progressively responsible experience that provides the knowledge, skills, and abilities necessary to successfully perform the essential duties of the position may be considered in lieu of a degree.
Strong understanding of talent management, succession planning, leadership development, and employee engagement.
Knowledge of workforce planning and organizational design principles.
Strong analytical skills with experience interpreting workforce metrics.
Excellent relationship-building, facilitation, and coaching skills.
Exceptional communication and presentation skills.

Nice To Haves

Master's degree preferred.
Experience supporting large, multi-site organizations preferred.

Responsibilities

Design, implement, and manage the organization's succession planning program.
Identify high-potential employees and create individualized development plans for future leadership opportunities.
Maintain succession plans for critical business and leadership positions.
Monitor organizational bench strength and readiness for key positions.
Facilitate annual talent review and succession planning sessions with senior leadership.
Create structured career pathways across operational, leadership, and corporate functions.
Partner with managers to identify employees ready for promotion, lateral movement, or expanded responsibilities.
Develop career planning resources and tools that encourage employee growth and retention.
Assess organizational skill gaps and future workforce capabilities.
Partner with Learning & Development and Training teams to design development programs that address identified competency gaps.
Recommend leadership development, technical training, mentoring, and coaching initiatives.
Track employee development progress and readiness for advancement.
Develop programs that improve employee engagement, career satisfaction, and retention.
Analyze turnover trends and identify opportunities to improve retention of high-performing and high-potential employees.
Partner with HR Business Partners to develop targeted retention strategies.
Partner closely with Talent Acquisition to balance internal mobility with external recruiting strategies.
Collaborate with HR, Operations, Training, and senior leadership to align talent initiatives with business priorities.
Present workforce readiness, succession, and internal mobility metrics to executive leadership.
Champion a culture of continuous development, career growth, and internal promotion.
Carries out management responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, planning, assigning, and directing work; performance evaluations; rewarding and disciplining employees; addressing complaints and resolving problems.
Ensure employees are properly trained on tasks and safety requirements.