Senior Talent Manager

Medica•Madison, WI

9d•$113,400 - $170,100•Hybrid

About The Position

The Senior Talent Manager is responsible for leading and enhancing enterprise-wide talent management initiatives that attract, develop, engage, and retain a high-performing workforce. This role serves as the principal strategic business partner to executive leadership, leveraging data-driven, evidence-based talent practices to strengthen leadership capability, organizational effectiveness, workforce effectiveness, employee engagement, succession planning, and overall business performance. The Senior Talent Manager utilizes competency-based talent strategies, organizational diagnostics, validated assessment methodologies, and talent analytics to optimize individual, team, and organizational performance. Working collaboratively with the VP of Talent and Culture, HR partners, and business leaders, the Senior Talent Manager develops and implements strategies, programs, and processes that support leadership assessment and development, performance management, career growth, internal mobility, organizational design, and change management. Through workforce analytics, talent assessments, organizational effectiveness evaluations, and strategic consulting, this role identifies talent opportunities and risks, provides predictive and actionable insights to leaders that enhance the employee experience, strengthen leadership pipelines, and support long-term organizational success.

Requirements

Bachelor’s degree in Industrial-Organizational Psychology, Human Resources, Organizational Development or a related field.
7+ years of progressive experience in talent management, organizational development, leadership development, or human resources.
Experience leading enterprise talent management initiatives.
Strong project management, facilitation, and stakeholder management skills.
Experience using HRIS and talent management systems.
Ability to think strategically and align talent initiatives with business objectives.
Strong analytical and problem-solving skills with the ability to translate data into actionable insights.
Ability to influence, educate, and build credibility with leaders and stakeholders at all levels of the organization.
High emotional intelligence, professional presence, and sound judgment.
Ability to collaborate effectively and build strong relationships across teams and functions.
Strong interpersonal skills with the ability to navigate complex situations and resolve conflict effectively.
Demonstrated integrity and commitment to ethical and confidential handling of sensitive information.
Commitment to continuous learning, professional growth, and organizational excellence.
Must be legally authorized to work in the United States at the time of application.

Nice To Haves

Master's or Doctoral degree in Industrial-Organizational Psychology strongly preferred due to the role’s emphasis on organizational assessment, behavioral science, leadership development, talent analytics, and organizational effectiveness.
Understanding of Industrial-Organizational Psychology principles and evidence-based talent management practices.
Professional certifications such as SHRM-SCP, SPHR, ATD, Hogan Assessments, Prosci, or other validated leadership or organizational development certifications.
Demonstrated capability to lead or support change management initiatives.
Knowledge of employment laws, regulations, and confidentiality requirements related to human resources and talent management.

Responsibilities

Lead enterprise performance management processes and continuous feedback programs.
Partner with VP of Talent and Culture to design and facilitate succession planning and high-potential employee programs.
Partner with VP of Talent and Culture to Conduct talent review meetings and leadership calibration sessions.
Develop career pathways and internal mobility initiatives.
Establish competency frameworks that support employee development and organizational goals.
Design and implement leadership competency models.
Partner with Director of learning and development to develop and manage leadership development programs for emerging and senior leaders.
Coach managers on performance management, employee development, and team effectiveness.
Support executive development through validated assessment tools, coaching resources, and individualized development plans.
Conduct organizational effectiveness assessments.
Design and implement employee engagement strategies informed by survey results and organizational data.
Recommend evidence-based interventions that improve organizational culture, collaboration, and team performance.
Partner with leaders to improve organizational design and workforce effectiveness.
Develop and maintain talent management metrics and executive dashboards.
Analyze workforce trends including retention, engagement, internal mobility, leadership pipeline, diversity, and performance.
Use predictive analytics to identify talent risks and development opportunities.
Present actionable workforce insights and recommendations to executive leadership.
Lead initiatives that enhance employee engagement, development, and retention.
Partner with HR and business leaders to improve the employee lifecycle and career development experience.
Support organizational culture initiatives aligned with company values and strategic priorities.