Senior Manager, Talent Management

Regal Rexnord•Milwaukee, WI

22h•$140,000 - $170,000•Hybrid

About The Position

Regal Rexnord is seeking a Sr Manager, Talent Management to build, deliver, and continuously improve the company’s talent management portfolio. This leader drives strategic execution of performance management, goal setting, succession planning, talent reviews, leadership assessments, and differentiated development —balancing strategic planning with hands-on delivery. As a leader, this role will manage a small team of professionals providing direction, coaching, development, and clear priorities. Additionally, the role is expected to set annual work plans, monitor progress, and ensure the team delivers consistent, high-quality outcomes. Delegate effectively, ensuring team members own programs, events, and TM cycle components. Establish repeatable processes and operational mechanisms that improve efficiency and scalability. Identify and remove roadblocks that impede program execution or adoption. Recommend improvements to talent strategies based on insights and frontline experience. Manage communications, timelines, and alignment across HR and business stakeholders. This role requires strong cross-functional partnership with HRBPs, HR leaders, Talent Acquisition, HRIS, Analytics, Communications, segment leadership teams, and external assessment partners. It also requires strong program management capability, data fluency, and an ability to drive inclusive, scalable, repeatable talent routines across a global, de-centralized/matrixed enterprise.

Requirements

Bachelor’s degree in Human Resources, Talent Management, Organization Development, or related field.
7+ years of experience across Talent Management, Leadership Development, or HRBP roles.
Demonstrated experience leading teams or managing programs at scale.
Strong portfolio of Talent Management execution experience (performance cycles, succession reviews, leadership competency frameworks, development planning).
Strong facilitation, communication, and executive‑ready presentation skills.
Ability to influence and partner across HR functions, business leadership, and technical partners (HRIS, Analytics, Communications).
Proven ability to prioritize, manage multiple cycles, and operate both strategically and operationally.
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

Nice To Haves

Experience in a global industrial manufacturing environment.
Exposure to assessments (360s, psychometrics, personality inventories).
Experience with Workday talent modules or comparable platforms.

Responsibilities

Lead enterprise execution of annual TM cycles (goal setting, mid-year and year-end performance cycles, enterprise calibration, talent reviews, assessments).
Evolve standard work used to support enterprise talent reviews and cadence.
Strengthen succession management and leadership pipelines through bench analytics, readiness frameworks, and supporting technologies – e.g., Workday.
Sustain the Leadership Competency Model and associated assessments. Partner with L&D team to advance development planning playbooks.
Expand use of assessments to inform stronger development plans for executive leadership/C-Suite.
Build and deploy differentiated development offering for top talent.
Partner with Talent Acquisition on internal mobility, workforce planning, and talent forecasting.
Identify process improvements and digitization opportunities across talent cycles, consistent with external TM modernization expectations.
Use talent metrics, dashboards, and insights to inform decision-making and deliver enterprise-ready reporting.