Manager, Talent Management & Engagement

SES•McLean, VA

3d•Remote

About The Position

The Talent & Engagement Manager supports SES’s global talent management, performance, leadership development, and engagement programs end-to-end, from business case and design through deployment, adoption, and measurement. The role is SES’s subject matter expert on talent frameworks, translating workforce insight into decisions that advance business objectives and cultural priorities. Working within broad guidelines and with a high degree of autonomy, it sets program direction and influences senior stakeholders across regions and functions. This is a senior individual contributor role that delivers impact through program ownership and deep expertise.

Requirements

Degree in Human Resources, Business Administration, Organisational Psychology, or a related field; advanced degree or relevant certification an asset.
8–12 years of professional experience in HR, with a deep focus on talent management and employee engagement.
Demonstrated end-to-end ownership of engagement surveys, performance processes, or succession planning at global or multi-region scale.
Working knowledge of adult learning and survey methodologies (ADDIE, SAM, Kirkpatrick, or equivalent).
Advanced facilitation, presentation, and workshop design skills across diverse stakeholder groups.
Strong data analysis and reporting skills; proficiency in MS Office 365, and project tracking tools (Microsoft Project, Trello, Monday, or equivalent).
Fluency in English; knowledge of other languages is an asset.

Nice To Haves

Experience with AI and eLearning authoring tools (e.g. Articulate, Camtasia, Captivate, Canva, Synthesia, Adobe Creative Suite) preferred.
Experience in a multinational or matrixed organisation preferred.

Responsibilities

Support the global performance management cycle end-to-end, running the operational backbone of each cycle: system readiness and configuration, population and data accuracy, cycle communications, and the calendar that keeps employees and managers aligned on priorities and timelines.
Create and deliver the enabling resources for each cycle: manager and employee guides, toolkits, training sessions, FAQs, and office hours.
Track cycle progress and completion across regions, troubleshoot issues as they surface, and escalate risks.
Analyse cycle outcomes. completion rates, rating distribution, and business feedback; recommend evidence-based improvements year over year.
Own the leadership development portfolio end-to-end for people managers and emerging leaders globally, aligning programming to SES’s four leadership development pillars and covering vendor and facilitator selection, delivery, and evaluation.
Maintain the leadership capability framework and the learning pathways beneath it, keeping both aligned to business strategy and in support of leadership needs.
Direct end-to-end delivery of virtual and live programs, whether hosted internally or through external vendors, including logistics, facilitation support, participant experience, and the supporting assets (campaigns, decks, toolkits, and surveys).
Measure impact beyond attendance: behaviour change, capability growth, and business outcomes.
Advise HRBPs and business leaders as the internal expert and escalation point on leadership development, and manage the associated budget line and external partner relationships.
Partner on the global engagement survey end-to-end: planning, communications, insight generation, and action planning that drives visible follow-through.
Support the initiatives that strengthen company culture and the employee experience, including team development, belonging, recognition, and well-being.
Maintain and update the Talent Management & Engagement intranet pages and resource library in partnership with Corporate Communications.
Define the metrics that matter, then generate, analyse, and interpret data on employee engagement, performance, development, and retention.
Support reporting on global HR KPIs, dashboards, and analytics for the Talent Management & Engagement portfolio.
Translate analysis into clear recommendations and trade-offs and present them directly to HR leadership and business unit executives.
Select and manage the external vendors supporting leadership development, learning programs, and engagement platforms.
Run the procurement process with Procurement, Finance, Legal, and IT, from business case and budget approval through contracting and renewals.
Manage vendor budgets and build the case for investment.
Hold vendors to agreed scope and outcomes, and resolve delivery issues as they arise.
Partner with external consultants to configure HR systems supporting talent and performance processes, making sure the setup reflects the process design and user experience.