Manager, Talent, Performance & Learning

Culligan International•Rosemont, IL

3d•$110,000 - $140,000

About The Position

The Manager, Talent, Performance & Learning is a program leader responsible for designing, operating and continuously improving enterprise talent, performance and learning practices. This position owns the programs, processes, platforms, governance and measurement that enable leaders, managers and employees across the organization to build capability, strengthen performance and grow internal talent. This highly visible role translates business and talent priorities into scalable solutions, including performance management, leadership and manager development, learning platforms, talent reviews, succession and career development. The manager serves as the central program owner and connector across HR, business leaders, subject matter experts and external partners, ensuring programs are practical, consistent, well communicated and measurable. The role also manages the Performance and Talent Coordinator, providing day-to-day direction, prioritization, coaching and oversight to ensure strong execution and continuity across programs.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, Education or a related field, or equivalent relevant experience.
10+ years of progressive experience in talent management, performance management, learning and development, organizational development or HR program management.
Demonstrated experience owning enterprise or multi-population programs from strategy and design through implementation, administration, measurement and improvement.
Experience administering performance or learning technology; UKG, Darwinbox, learning management system, LinkedIn Learning or similar HR technology experience strongly preferred.
Strong program and project management skills, including the ability to manage multiple workstreams, deadlines, stakeholders, vendors, budgets, contracts, dependencies and change management activities.
People management experience, including the ability to coach, prioritize, delegate, provide feedback and build capability in a coordinator or specialist-level team member.
Excellent written, verbal, facilitation and presentation skills, with the ability to translate complex processes into clear, practical guidance, stakeholder communications, training materials and dashboard summaries.
Strong analytical judgment and attention to detail, including the ability to validate data, identify risks and convert insights into action.
Ability to build credibility, lead through influence and work effectively across functions, levels, geographies and organizational boundaries.
Proficiency in Microsoft 365, including PowerPoint, Excel, Word, Outlook, Teams and SharePoint.

Nice To Haves

Experience with leadership development cohorts, manager capability programs, coaching programs, university partnerships, learning architectures, curricula, career development resources or enterprise learning pathways preferred.
Professional certification in talent management, learning, organizational development, coaching, project management or change management preferred.

Responsibilities

Own the end-to-end annual performance management and goal-setting strategy, calendar, governance and employee experience across corporate and other assigned populations.
Lead US UKG performance administration, including process design, review templates, launches, eligibility and competency rules, workflow, sign-off, electronic signatures, troubleshooting and cycle closeout.
Develop clear manager and employee guidance for common scenarios and exceptions, such as new hires, internal transfers, manager changes and population-specific requirements.
Create and maintain communication plans, toolkits, training, project plans, process documentation, reporting standards and decision logs that drive consistency, reduce process risk and support continuity across talent and performance cycles.
Manage the Performance and Talent Coordinator, setting priorities, assigning work, providing coaching and feedback, and ensuring strong execution of core talent, performance, learning administration, data, communications and program logistics.
Lead talent review and calibration processes, succession planning, high-potential identification and development planning in partnership with HR and business leaders.
Build practical career development resources, learning pathways and tools that increase role clarity, internal mobility and employee ownership of development.
Serve as a trusted resource to HR leaders across the organization on talent, performance and development processes, providing practical guidance, troubleshooting support and consistent interpretation of program expectations.
Lead talent and performance workstreams as part of the new HRIS implementation, partnering on global process design, system requirements, testing, change management, stakeholder communications, dashboard/reporting needs and local implementation to ensure alignment with enterprise standards while addressing regional business needs.
Lead the strategy, annual roadmap and execution of enterprise leadership and manager development programs, including Leadership Masterclass and Corporate/Dealer Manager Essentials.
Own program design and operating models, including audience and selection criteria, curriculum, facilitator strategy, communications, logistics, participant experience, governance, evaluation and continuous improvement.
Manage relationships with internal sponsors, facilitators, subject matter experts and external partners, including Wharton, coaching providers and other vendors; oversee related budgets, purchase orders, invoices, contracts and renewals in alignment with company processes.
Coordinate cohort activities such as nominations, kickoff, coaching, ambassador or mentor matching, participant tracking and manager engagement.
Use feedback, participation data, stakeholder input and business needs to refresh content, assess program outcomes, manage integrated program calendars and recommend future curriculum priorities.
Own and evolve Culligan University governance, curriculum structure, course catalog, learning pathways, annual calendar, content ownership model and file-management standards for corporate-sponsored and enterprise programs.
Identify, plan and own the future-state approach for a global learning management system, considering current contract expiration, evolving business requirements, platform clean-up and the broader HRIS roadmap to ensure alignment, scalability and a strong user experience.
Oversee LinkedIn Learning administration for global contracts and enterprise programs, including licensing, access, curated curriculum pathways, utilization reporting, communications, vendor relationship management, renewals and related invoice coordination.
Lead the i4CP engagement approach for HR, including community participation, curated resources, education for new HRBPs, practical application of research and insights, utilization tracking and vendor relationship management.
Help connect employees, managers and HR partners to existing learning programs, resources and subject matter experts as needed, while maintaining awareness of relevant talent and learning practices and selectively applying them to strengthen Culligan programs without assuming ownership for all learning content across the organization.
Establish practical measurement approaches for enterprise learning programs, including enrollment, attendance, completion, learner feedback, LinkedIn Learning utilization and program outcomes.