Manager, Talent Management & Culture

RedSail Technologies•Uniondale, NY

1d•$90,000 - $110,000•Hybrid

About The Position

The Manager, Talent Management & Culture owns the strategy and execution of the organization's talent management and culture programs, serving as the primary driver of the processes and initiatives that define how RedSail assesses performance, develops talent, and builds a high-performance culture. This role partners closely with the Sr. Director, Talent and Org Development to shape the direction of these programs, and is accountable for designing, running, and continuously improving them. On the talent management side, this role owns the end-to-end performance review cycle — from framework design through calibration facilitation — as well as succession planning coordination and career development practices. On the culture side, this role owns the annual employee engagement survey and the programs and partnerships that activate RedSail's culture and drive organizational health. This is a high-visibility role that requires strong program ownership, stakeholder influence, and a genuine passion for building workplaces where people and performance thrive.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent work experience required.
Five or more years of progressive HR experience with demonstrated ownership of performance management processes, employee engagement programs, or talent management initiatives, including experience facilitating calibration or talent review sessions.
Demonstrated experience owning and running complex, cyclical HR processes — particularly performance management cycles and/or employee engagement surveys — with strong attention to detail and the ability to manage multiple workstreams simultaneously.
Strong program design skills with the ability to build and improve frameworks, tools, and resources that enable consistent, high-quality people practices at scale.
Excellent facilitation and communication skills, including experience leading calibration sessions, talent reviews, or manager training.
Strong consultative and stakeholder management skills, with the ability to build credibility and influence leaders and HRBPs across the organization.
Ability to analyze talent and engagement data, identify meaningful patterns, and communicate insights and recommendations clearly to HR and business leadership.
Passion for culture and employee experience, with a track record of designing and executing programs that drive engagement and organizational health.
Ability to work independently, manage competing priorities, and deliver high-quality work in a fast-paced environment.
Strong proficiency with HRIS platforms, talent management or survey tools, and Microsoft Office applications.
Knowledge of employment laws and HR best practices as they apply to performance management and workforce practices.

Responsibilities

Own and run the enterprise performance management process end-to-end, including goal-setting periods, mid-year check-ins, the annual review cycle, and calibration sessions — managing communications, timelines, system setup, and manager support throughout.
Design and continuously improve the performance management framework, tools, and resources in partnership with the Sr. Director, ensuring the process is fair, clear, and drives meaningful development conversations.
Develop and deliver manager training and guidance on performance conversations, goal-setting, and calibration to build consistent, high-quality practice across the organization.
Lead succession planning coordination, including scheduling and facilitating talent review discussions, maintaining succession data, and partnering with the Sr. Director and HRBPs to track and act on development plans for key talent.
Build and maintain career development frameworks and competency models that support employees and managers in having clear, actionable career conversations.
Analyze talent management data — including performance trends, calibration outcomes, and succession readiness — and synthesize insights for the Sr. Director and HR leadership.
Partner with HRBPs to ensure talent management practices are applied consistently and equitably across business functions.
Own the annual employee engagement survey end-to-end — including survey design and vendor management, communications, administration, results analysis, and reporting to leadership.
Partner with the Sr. Director and business leaders to translate survey results into clear, actionable insights and meaningful team-level and enterprise-wide action plans.
Track and monitor engagement action plan progress across the organization, following up with leaders and HRBPs to ensure commitments are executed.
Design and lead culture programs and initiatives that activate RedSail's values, strengthen organizational identity, and reinforce the behaviors that define a high-performance environment.
Monitor organizational health indicators — including engagement trends, attrition signals, and pulse data — and proactively surface insights and recommendations to the Sr. Director.
Partner with HR colleagues and business leaders to embed culture practices into key talent moments, including performance conversations, onboarding, and leadership development.
Serve as a subject matter expert and trusted advisor to leaders and HRBPs on performance management, talent practices, and culture.
Contribute to the overall talent and org development strategy in partnership with the Sr. Director, bringing data-driven recommendations and program insights.
Identify and implement process improvements and technology solutions — including AI-enabled tools — that increase program effectiveness and efficiency.
Partner with the broader HR team on cross-functional initiatives and process improvements.
Performs other duties as assigned.