Manager, Talent Operations & Portfolio

Red Bull•Santa Monica, CA

2d•$92,000 - $138,000

About The Position

The Manager, Talent Operations & Portfolio creates and maintains the operating infrastructure that enables Talent Operations and broader North American Talent teams to plan, track, communicate, and continuously improve work across the Talent function. Initially, the role focuses on post-go-live stabilization and hyper-care for a new HCM tool, portfolio visibility, project management standards, documentation governance, and project ways of working. Over time, it owns the operating rhythms, knowledge management structure, tool governance, communications, and continuous improvement mechanisms that keep Talent work stable, scalable, and easy to navigate. The role oversees Talent portfolio and project enablement, knowledge management and adoption, process governance and continuous improvement, SuccessFactors and Talent Data Management operating governance, and operating systems, tools, and reporting. It coordinates across Talent leaders, functional leads, project owners, Talent Data Management, Talent Systems, and global partners to establish standards, improve adoption and service delivery, and provide clear visibility into priorities, progress, risks, ownership, and decisions.

Requirements

Extensive experience managing cross-functional projects, portfolios, or operational initiatives, ideally within HR, Talent or People Operations, Talent Acquisition, or a related corporate function.
Bachelor’s degree in Human Resources or a related field, or equivalent experience.
Strong project management skills, including workback planning, milestone tracking, risk and issue management, launch readiness, and leadership reporting.
Experience building, launching, or governing a project management platform, work management system, or shared operating tool used by multiple teams.
Ability to translate complex work into clear operating rhythms, dashboards, documentation structures, and decision-ready updates.
Experience creating process documentation, job aids, templates, and/or enablement materials that improve consistency and adoption.
Excellent communication, organization, and stakeholder management skills.
Ability to influence without direct authority and operate effectively in ambiguous or evolving environments.

Nice To Haves

Experience with HCM systems, HR data processes, employee lifecycle workflows, or Talent Operations processes.
Experience working in a global subsidiary and/or highly matrixed, fast-paced environment.

Responsibilities

Maintain a simplified portfolio view of major North American Talent initiatives, including status, milestones, risks, decisions, dependencies, and communication or adoption impacts.
Prepare portfolio snapshots and leadership updates that communicate progress, risks, priorities, and required decisions.
Establish and maintain project frameworks, templates, and ways of working scaled to risk, complexity, and business impact.
Enable project owners in goal setting, stakeholder mapping, communication planning, workback planning, risk tracking, and launch readiness while reinforcing functional owners’ accountability for delivery and outcomes.
Own internal employee- and manager-facing communications and create enablement materials for major Talent processes, tools, and initiatives in partnership with internal Talent stakeholders.
Own standards and organization for Talent documentation, including process documentation, job aids, FAQs, operating guides, ownership models, and version control.
Partner with functional leads and process owners to keep documentation current, usable, and aligned with Talent teams’ work.
Create role-based enablement materials, communication assets, and adoption resources with functional leads and project owners.
Maintain the structure for customer-facing SuccessFactors Employee Central (SFEC) content and shared Talent resources so materials remain current, organized, and easy to find.
Define and maintain core Talent operating processes, workflows, handoffs, and escalation paths.
Identify recurring process breakdowns, inefficiencies, and stakeholder pain points and translate them into a prioritized continuous improvement backlog.
Drive prioritization of improvement opportunities based on impact, urgency, risk, and effort.
Facilitate retrospectives and lessons learned for major Talent initiatives to improve future planning, execution, and change readiness.
Partner with Talent Operations leaders to improve consistency, efficiency, and service delivery across the function.
Lead coordination of post-go-live HCM stabilization routines, including issue tracking, operating documentation, escalation paths, and visibility into recurring themes.
Partner with Talent Data Management and other stakeholders to maintain data audit calendars, issue logs, remediation tracking, and clear ownership for critical data processes.
Support process clarity for data corrections, audits, reporting, and downstream issue resolution.
Ensure Talent Operations teams have the tools, guidance, and role clarity needed to operate effectively in SFEC, including crossover responsibilities between Talent Data Management and Talent Systems teams.
Own the build-out, launch, and ongoing enablement of a Talent project management platform that supports portfolio visibility, consistent tracking, and clear ways of working.
Create and maintain standard board templates, required fields, status definitions, dashboards, and reporting views for major initiative tracking.
Drive adoption of the Talent project management platform and related operating tools through guidance, training, governance, and user support.
Maintain reporting views, resource hubs, and shared operating structures so leaders and teams can quickly understand priorities, progress, and ownership.
Manage global partnership and alignment on tracking, communications, and governance standards as needed.
Recommend improvements to tools, workflows, and reporting practices based on user feedback and operational needs.