Senior Talent Management Manager

PakEnergy•Frisco, TX

About The Position

The Senior Talent Management Manager is a strategic HR leader responsible for designing, implementing, and continuously improving talent management programs that strengthen organizational capability, employee engagement, leadership effectiveness, and talent retention. Reporting to the Vice President of Human Resources, this role leads enterprise-wide initiatives in culture and engagement, performance management, leadership development, talent reviews, career development, and employee learning strategies to help attract, develop, and retain high-performing talent. The role partners with business leaders and the VP of Human Resources to build a culture of growth, accountability, and continuous development aligned with business objectives. PakEnergy is a growing company and a trusted partner to more than 1,900 oil and gas firms. Its mission is to simplify difficult problems, automate operations, and help customers maximize profitability. The role has no direct reports and may back up the Senior HR Generalist as needed.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field; an equivalent combination of education and experience may be considered.
At least 8 years of progressive Talent Management, Learning and Development, or Organizational Development experience.
At least 3 years of leadership experience managing talent management programs and initiatives.
Experience supporting executive-level stakeholders and leading enterprise-wide talent initiatives.
Demonstrated success leading culture initiatives and building leadership development programs.
Experience supporting employee relations, performance management, learning and development, culture and engagement, metrics and reporting, and compliance activities.
Strong knowledge of talent management, change management, leadership development, and performance management principles and theories.
Excellent consulting, coaching, and facilitation skills.
Strong analytical and data-driven decision-making capabilities.
Ability to influence and build credibility with leaders at all organizational levels.
Experience with talent management systems, learning management systems, and HRIS platforms.
Strong project management and change management skills.
Excellent verbal, written, and presentation communication skills.
Experience supporting distributed employee populations.
Experience successfully handling multiple projects simultaneously in a dynamic environment.
Excellent interpersonal, communication, and conflict-resolution skills.
Strong organizational skills and attention to detail.
Ability to handle sensitive and confidential information with discretion.
Proficiency in Microsoft Office Suite.

Nice To Haves

Master’s degree in Business, Human Resources, Organizational Development, or a related field.
PHR, SHRM-CP, SPHR, or SHRM-SCP certification.
PMP or similar project management certification.
Experience with HR analytics and reporting tools.
Experience using Paycor.

Responsibilities

Develop and execute the organization’s talent management strategy in alignment with business goals and workforce planning priorities.
Lead enterprise culture and engagement initiatives that promote retention.
Design processes to identify high-potential employees and critical talent risks.
Design and implement succession planning frameworks for key leadership and critical positions.
Partner with senior leaders to strengthen organizational effectiveness and leadership capability.
Oversee the performance management philosophy, processes, and tools.
Continuously improve goal-setting, performance evaluations, and development planning.
Analyze performance trends and recommend ways to improve workforce effectiveness.
Train leaders and employees on performance management best practices.
Design and manage leadership development programs for emerging, mid-level, and senior leaders.
Create development pathways that build leadership competencies and support succession objectives.
Facilitate workshops, leadership training sessions, and team effectiveness programs.
Develop strategies that promote continuous learning and career growth.
Partner with subject matter experts to identify and address organizational capability gaps.
Oversee learning programs, career development resources, and employee development initiatives.
Evaluate learning effectiveness using engagement, retention, and business performance metrics.
Coordinate external training resources and vendors as needed.
Implement engagement and pulse surveys as appropriate, coordinating with external vendors when appropriate, and report results with recommended action steps.
Use HR metrics and talent analytics to evaluate program effectiveness and identify trends.
Develop reports and dashboards on talent, leadership pipeline strength, turnover and retention, engagement, and learning and development initiatives.
Present talent insights and recommendations to senior leadership.
Advise business leaders on talent-related matters.
Collaborate across HR, including talent acquisition, to support a seamless employee lifecycle experience.
Support organizational change initiatives by integrating talent and development strategies.
Collaborate with the VP of HR on strategic initiatives and annual HR priorities.
Establish trusted partnerships with business leaders across the organization.
Develop and lead culture, employee engagement, and retention initiatives.
Establish a leadership development program and metrics to measure its effectiveness.
Support performance management, training and development, and talent review processes.
Analyze gaps in current talent management programs and processes, and develop a 12-month plan addressing the top three to five gaps.
Develop a talent dashboard and use workforce data and insights to improve organizational effectiveness and decision-making.
Lead assigned projects from beginning to end.
Back up the Senior HR Generalist as needed.