Senior Manager, Talent Management

Cushman & Wakefield

1d

About The Position

The Senior Manager, Talent Management serves in a dual capacity role that blends global program leadership with embedded talent partnership across a designated business unit. This role is accountable for leading key talent management initiatives from design through deployment while also serving as the talent management COE partner for assigned businesses ensuring global talent programs are adopted effectively and consistently. This is a highly visible and strategically positioned role designed for an experienced talent leader capable of operating with autonomy, executive presence, and enterprise mindset serving as a key extension of the VP, Talent Management. The ideal candidate is a strategic thinker, talent management expert, and trusted partner who consistently models our DRIVE values: Driven, Resilient, Inclusive, Visionary, and Entrepreneurial.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
• Minimum 8 years of experience in Talent Management with a focus on enterprise talent initiatives such as listening strategy, performance, succession, and development.
• Certification in Hogan Personality Assessments.
• Demonstrated capability in program leadership across design, deployment adoption, measurement.
• Strong consulting and facilitation skills with the ability to influence senior stakeholders and cross-functional teams.
• High Comfort with HR data interpretation and telling a clear story through insights.
• Proficiency in HR systems (Workday and Qualtrics preferred)
• A passion for shaping culture, developing talent, and living out the DRIVE values

Nice To Haves

• Master’s degree in I/O Psychology, Organizational Psychology, or a related field preferred.

Responsibilities

• Process Lead – Global Talent Management Initiatives (Primary: Employee Listening)
• Own the global strategy and program leadership for the organization's employee listening portfolio (ex: engagement survey, exit survey, and related listening channels).
• Lead survey/program design and methodology, informed by best practices, benchmarking, and internal needs.
• Partner closely with internal stakeholders to ensure successful execution, including:
• Talent management governance / project management support
• HR systems teams
• People analytics and reporting teams
• External vendors (Qualtrics in 2026)
• Develop standardized communications strategy, enablement, toolkits, and change management plans to drive adoption.
• Translate listening data into actionable insight and support enterprise action planning and continuous improvement cycle.
• Create clear, compelling leadership presentations for senior audiences, elevating insights into strategic recommendations.
• Talent Partner – Investor Services + Corporate Functions (Embedded COE Role)
• This role is accountable for business adoption and outcomes of enterprise talent processes within Investor Services and Corporate Functions.
• The role influences and enables People Partners to execute day-to-day process activities – for example, completion tracking, calibration facilitation, additional enablement, and BU-specific communications - while providing direct COE delivery at senior and high-risk moments (ex: leadership calibrations, critical role development planning, and targeted pilots).
• Act as the primary Talent Management COE point of contact for People Partners supporting Investor Services and Corporate Functions.
• Ensure People Partners are equipped and enabled to deploy enterprise talent planning processes (ex: talent review, succession planning, performance management, development planning).
• Provide consulting, materials, and guidance to ensure consistent implementation and strong adoption.
• Influence business specific talent initiatives in alignment with global strategy.
• Engage early to shape design, ensure feasibility, and prevent duplication wit global COE direction.
• Identify high-impact pilots occurring within the business and elevate those that are scalable, contributing to an enterprise inventory of talent initiatives.
• Evaluate the impact of talent initiatives, leveraging HR analytics and continuous feedback to refine and improve programs.
• Monitor talent health using data-driven insights (e.g., retention trends, bench strength, performance outcomes) and recommend targeted, forward-lookin interventions.

Benefits

• Cushman & Wakefield also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health, vision, and dental insurance, flexible spending accounts, health savings accounts, retirement savings plans, life, and disability insurance programs, and paid and unpaid time away from work.
• In addition to a comprehensive benefits package, Cushman and Wakefield provide eligible employees with competitive pay, which may vary depending on eligibility factors such as geographic location, date of hire, total hours worked, job type, business line, and applicability of collective bargaining agreements.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level