Manager, Talent Growth & Performance

Atlanta Hawks•Atlanta, GA

2d•Hybrid

About The Position

The Manager, Talent Growth & Performance plays a critical role in unlocking the full potential of every team member by building the skills, mindsets, and capabilities that drive championship performance. This role architect’s forward-thinking strategies that directly impact team member effectiveness, guest experience, and business outcomes. The Manager partners closely with business leaders to identify capability gaps, design scalable learning solutions, and embed development into the flow of work. In addition to program design and delivery, this Manager will lead the organization’s onboarding and role-readiness experience, support the VP in designing and executing the annual goal-setting and performance management process, and directly manage the Learning Coordinator to ensure high-quality operational execution and scalable delivery.

Requirements

A minimum of 5-7 years of experience in talent, learning, and/or organizational development.
Strong instructional design, facilitation and consulting skills with the ability to lead across formal and informal training settings.
Proven experience in designing and facilitating learning programs, including leadership development and training needs assessments.
Ability to manage ambiguity and deliver practical, innovative solutions in a collaborative environment.
Proficiency with Workday Learning Management System (LMS), Canva, and Microsoft Office Suite (Excel, PowerPoint, Word, etc.).
Excellent written and verbal communication, presentation, and organizational skills.

Nice To Haves

Bachelor’s or Master’s degree in human resources, organizational development, business, education, or a related field.
Experience working with a wide range of stakeholders, including HR business partners, vendors, and external community organizations.

Responsibilities

Identify critical capabilities that drive business success and translate business goals into development strategies
Partner with leaders to build skill pathways for team members across the organization
Design and facilitate transformative learning experiences that include diverse delivery methods (e.g. instructor-led, e-learning, microlearning, etc.)
Leverage modern learning technology, including the Workday LMS and emerging AI-enabled tools, to improve access, personalization, and effectiveness.
Support the VP in designing, communicating, and operationalizing the annual goal-setting and performance management cycle.
Use instructional design practices to develop impactful leadership and management programs at every level.
Equip leaders to effectively develop their teams, provide feedback, coach, and reinforce key behaviors in their role.
Implement and debrief specialized leadership development tools including behavioral assessments, 360-degree feedback, and coaching resources to provide leaders with actionable insights that drive team performance.
Integrate development plans with career pathways and succession planning.
Manage, coach, and develop a Learning & Development Coordinator, providing clear direction, ongoing feedback, and opportunities for professional growth.
Own the end-to-end onboarding strategy and execution for new hires across all teams. This includes pre-boarding, day-one experiences, first-90-day learning plans, manager enablement, and role-readiness milestones.
Create standardized onboarding curricula and role-specific playbooks that combine classroom, on-the-job, and digital learning to accelerate time-to-productivity.
Partner with HR Business Partners and hiring managers to ensure onboarding plans are personalized and aligned to role expectations, competencies, and culture.
Implement onboarding success metrics (time-to-proficiency, first-90 performance check-ins, onboarding NPS) and iterate based on feedback.
Oversee program delivery, assess learning effectiveness, and adjust based on feedback and performance outcomes.
Measure and correlate learning interventions with key business outcomes.
Partner with HR Business Partners to facilitate listening sessions, translating engagement survey data into targeted action plans that address performance barriers and enhance the team member experience.