Manager, Talent Management

Zekelman Industries•Chicago, IL

2d•$91,000 - $135,000•Hybrid

About The Position

As a Manager, Talent Management at Zekelman Industries, you will play a key role in executing and continuously improving the organization’s enterprise talent strategy. This individual contributor role supports leadership development, succession planning, performance management, and workforce development initiatives that strengthen talent pipelines and foster a high-performance culture across the organization. You will collaborate closely with HR Business Partners, business leaders, and cross-functional stakeholders to implement scalable talent programs that drive employee growth, leadership capability, and organizational effectiveness. This is a hybrid role with travel up to 25% to support talent initiatives across Zekelman facilities. This role is ideal for someone who is passionate about developing people, enjoys partnering with leaders to solve talent challenges, and thrives balancing strategic thinking with hands-on execution.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Development, or related field preferred.
5–8+ years of experience in talent management, learning and development, human resources, or organizational development.
Experience supporting talent reviews, succession planning, leadership development, and workforce planning initiatives.
Experience working in multi-site or manufacturing environments preferred.
Strong facilitation and communication skills with the ability to influence and engage leaders.
Ability to lead structured talent discussions and drive alignment among stakeholders.
Data-driven mindset with experience analyzing talent metrics and workforce insights.
Strong organizational and project management skills.
Ability to balance strategic thinking with hands-on execution.
Collaborative, team-oriented approach with strong relationship-building skills.
Willingness to obtain certifications from preferred partners to become an internal facilitator.
Ability to travel up to 25% as required.
Ability to maintain regular, full-time, predictable attendance.

Responsibilities

Support enterprise talent review processes, including preparation, facilitation, calibration discussions, and follow-up action planning.
Partner with leaders and HR Business Partners to identify high-potential talent and critical role successors.
Assist in the development, tracking, and execution of succession plans and talent pipelines.
Collaborate with Talent Acquisition to identify and develop talent for future critical role placement.
Support the design, coordination, and delivery of leadership development programs across all levels of leadership.
Facilitate training sessions, workshops, and talent discussions to support leadership and employee development initiatives.
Partner with leaders to create targeted development plans for high-potential employees and key talent.
Support execution of executive and leadership development initiatives.
Coordinate performance management processes, including goal setting, review cycles, and development planning.
Analyze performance trends and provide insights to support talent and workforce planning strategies.
Coordinate and deploy enterprise learning programs through in-person, virtual, and e-learning delivery methods.
Support Learning Management System (LMS) administration, reporting, and optimization.
Ensure compliance, safety, and regulatory training programs are effectively coordinated and documented.
Support workforce development, career pathing, onboarding, and internal mobility initiatives.
Analyze talent, performance, and development data to identify trends and opportunities for improvement.
Prepare and maintain reporting on succession readiness, talent pipeline strength, engagement, and program effectiveness.
Partner with HR and business leaders to reinforce a high-performance, values-driven culture.
Support action planning and follow-up activities related to employee engagement survey results.
Coach leaders on fostering inclusive and engaging work environments that support retention, development, and performance.
Lead and promote healthy and safe work practices as required by regulatory agencies and Company policy.
Perform other duties as assigned.