Lead Talent Management & Development

MSIG USA•Atlanta, GA

5d•$140,000 - $160,000

About The Position

The Lead Talent Management & Development plays a key role in advancing MSIG USA's talent strategy by partnering with the Head of Talent Management to implement, administer, and continuously improve enterprise talent programs and processes. This role serves as a lead contributor across performance management, learning and development, talent analytics, HR technology, and talent program governance, while supporting broader talent management, succession planning, and leadership development initiatives. As a member of a small, highly collaborative Talent team, this position helps build and scale foundational talent processes, systems, reporting, and employee development programs that strengthen organizational capability and support long-term business objectives. The role combines strategic thinking, project leadership, technology expertise, and operational execution to ensure talent programs are effective, scalable, data-driven, and aligned with business needs.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Organizational Psychology, Education, or a related field.
10+ years of progressive Human Resources, Talent Management, Learning & Development, Organizational Development, Talent Operations, or related experience.
Demonstrated experience leading or administering enterprise performance management, learning and development, talent management, or workforce capability programs.
Experience building, implementing, and continuously improving HR programs, processes, and employee lifecycle initiatives.
Experience partnering with senior leaders, HR Business Partners, and multiple stakeholders across an organization.
Strong experience leveraging workforce, talent, or program data to develop insights, reporting, and recommendations.
Experience utilizing Workday, talent management systems, learning management systems, HR technology platforms, and reporting tools.
Strong knowledge of performance management, learning and development, talent management, workforce analytics, and HR technology platforms.
Demonstrated ability to lead and administer enterprise talent programs, annual talent cycles, and cross-functional initiatives.
Strong analytical and problem-solving skills, including the ability to interpret workforce data and develop actionable recommendations.
Strong project management, organizational, and process improvement capabilities with the ability to manage multiple priorities and stakeholders.
Experience developing dashboards, reports, metrics, and executive-level presentations that support business decision-making.
Excellent written, verbal, facilitation, and presentation skills.
Ability to establish credibility and build effective working relationships across all levels of the organization.
Proficiency with Workday, Learning Management Systems, Microsoft Excel, PowerPoint, Word, Teams, and other HR technology platforms.
Ability to handle confidential and sensitive information with discretion and sound judgment.

Nice To Haves

Experience supporting performance management, talent reviews, succession planning, leadership development, or career development programs.
Experience administering and optimizing Workday Talent, Learning, Performance, Succession, or related HR technology platforms.
Experience developing workforce dashboards, HR analytics, reporting, and executive presentations.
Experience with employee engagement surveys, listening strategies, and action planning.
SHRM-CP, SHRM-SCP, PHR, SPHR, CPTD, or related professional certification.
Property & Casualty Insurance, Financial Services, or other regulated industry experience.

Responsibilities

Lead the administration, execution, and continuous improvement of enterprise performance management programs, processes, communications, and annual review cycles.
Coordinate goal-setting, performance review, calibration, and talent assessment activities across the organization.
Develop manager and employee resources, training materials, and guidance that support effective performance and development conversations.
Monitor participation, outcomes, and performance metrics, identifying trends, risks, and opportunities for improvement.
Partner with HR Business Partners and leaders to support adoption and effectiveness of performance management practices.
Develop and maintain talent dashboards, workforce analytics, performance metrics, learning reporting, succession metrics, and executive-level presentations.
Translate workforce and talent data into actionable insights and recommendations for HR and business leadership.
Serve as a functional lead for Workday Talent, Learning, Performance, and Succession processes, reporting, testing, and system enhancements.
Lead talent program governance activities, including documentation, communications, annual calendars, reporting, process administration, and compliance requirements.
Identify and implement process improvement opportunities that enhance efficiency, scalability, user experience, and program effectiveness.
Partner across HR functions to ensure alignment of talent programs throughout the employee lifecycle.
Lead the administration, coordination, and continuous improvement of enterprise learning and development programs.
Partner with business leaders and HR stakeholders to identify capability needs and implement learning solutions that support employee and organizational growth.
Manage learning program logistics, vendor relationships, communications, enrollment, participant tracking, and program evaluation.
Maintain learning technology, records, reporting, and development resources.
Evaluate learning effectiveness through participation data, feedback, business outcomes, and workforce capability measures.
Partner with the Head of Talent Management to support talent review, succession planning, career development, and high-potential talent initiatives.
Maintain talent profiles, succession plans, development plans, and related talent management documentation.
Analyze talent data to identify succession risks, capability gaps, retention concerns, and development opportunities.
Support facilitation, communications, reporting, and follow-up activities related to talent review and succession planning processes.
Contribute to the development of career frameworks, competency models, and employee growth resources.
Support leadership development programs, leadership pipeline initiatives, and targeted development experiences.
Assist with employee engagement surveys, listening strategies, action planning, and related reporting activities.
Support inclusive talent practices, employee development initiatives, and organizational effectiveness programs.
Partner with HR and business leaders to support employee experience, recognition, and culture-building efforts.