Manager, Talent Operations & Portfolio

Red Bull•Santa Monica, CA

1d•$92,000 - $138,000•Onsite

About The Position

The Manager, Talent Operations & Portfolio creates and maintains the operating infrastructure that helps Talent Operations (TO) and the broader North American Talent teams plan, track, communicate and continuously improve work across the Talent function. Initially, this role will focus on post go-live stabilization & hyper-care of our new HCM tool, portfolio visibility, project management standards, documentation governance and project ways of working. Over time, it will own the operating rhythms, knowledge management structure, tool governance, communications, and continuous improvement mechanisms needed to keep Talent work stable, scalable, and easy to navigate.

Requirements

Extensive experience managing cross-functional projects, portfolios, or operational initiatives, ideally within HR, Talent/People Operations, Talent Acquisition, or a related corporate function.
Bachelor’s degree in Human Resources or 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, with the 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 preferred.
Experience working in a global subsidiary and/or highly matrixed, fast-paced environment.

Responsibilities

Maintain a simplified portfolio view of major Talent initiatives across North America, including status, milestones, risks, decisions, dependencies, and key communication or adoption impacts.
Prepare clear portfolio snapshots and leadership updates that help Talent leaders understand progress, risks, priorities, and required decisions.
Establish and maintain lightweight project frameworks, templates, and ways of working that scale based on risk, complexity, and business impact.
Enable project owners on goal setting, stakeholder mapping, communication planning, workback planning, risk tracking, and launch readiness while reinforcing that functional owners remain accountable for delivery and outcomes.
Own internal communications, including employee and manager facing communications, and enablement material creation on major Talent processes, tools, and initiatives, partnering with internal Talent stakeholders as needed.
Own the framework, standards, and organization of 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 to how teams within Talent work.
Create role-based enablement materials, communication assets, and adoption resources in partnership with functional leads and project owners.
Maintain the structure for customer-facing SuccessFactors Employee Central (SFEC) content and shared Talent resources so materials are current, organized, and easy to find.
Define and maintain core Talent operating processes, workflows, handoffs, and escalation paths across teams.
Identify recurring process breakdowns, inefficiencies, and stakeholder pain points, then 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 TO 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 (TDM) 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 TO teams have the tools, guidance, and role clarity needed to operate effectively in SFEC, including crossover responsibilities between TDM and Talent Systems (TS) teams.
Own the build-out, launch, and ongoing enablement of a Talent project management platform, ensuring the tool supports portfolio visibility, consistent tracking and clear ways of working across the Talent team.
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.