Sr. Manager Talent Management, Global Talent Planning & Experience Design - PVH Corp.

PVH • New York, NY

10d

About The Position

The Talent Management role partners with and operates under the ownership of the Director, Global Talent Management to design, orchestrate, and continually improve PVH's global talent-planning experience. The Sr. Manager applies UX design principles to ensure processes, tools, and materials are intuitive, inclusive, and fit-for-purpose for managers, HRBPs, and associates worldwide (office and retail). Working to the Director's product roadmap, the Sr. Manager drives adoption, enables data-driven decisions, and delivers measurable outcomes in succession readiness, pipeline health, and internal mobility.

Requirements

• 7-10+ years in Talent Management / Succession / Workforce or Strategic HR within complex, multinational environments; track record leading global programs under executive ownership.
• Demonstrated design/UX capability (journey mapping, prototyping, user testing) applied to HR processes, content, and tools.
• Strong record driving change at scale, influencing senior stakeholders, and coordinating across regions/functions.
• Experience with Workday (Talent/Performance/Succession) and people analytics; ability to define requirements and interpret insights.
• Vendor and budget management; able to build business cases and measure ROI.
• Design mindset: simplify complex processes into intuitive, user-centered experiences.
• Data fluency: convert analytics into clear decisions and action plans.
• Storytelling & influence: craft executive narratives; secure alignment quickly.
• Program leadership: plan, coordinate, de-risk, and deliver at scale.
• Learning agility & cultural dexterity in a fast-paced, global context.
• Advanced Excel/PowerPoint; familiarity with dashboarding tools.

Nice To Haves

• Master’s degree in Arts/Sciences (MA/MS)
• Master’s in HR, Business, Org Psychology, or related field preferred.

Responsibilities

• Lead the design and delivery of global talent planning frameworks, toolkits, communications, and digital experiences under the Director's ownership and direction.
• Coordinate cross-functional execution, develop enablement, and drive enterprise insights that translate into action.
• Design and evolve the global talent planning framework (criteria, calibration standards, performance/potential model) to be fit for purpose across geographies and populations (office + retail) including end to end design of processes.
• Translate the VP’s product roadmap into a prioritized backlog; prototype, test, and iterate using UX methods (personas, journey maps, usability feedback).
• Operationalize governance (RACI, decision rights, guardrails) defined by the VP; audit adherence and simplify where it improves adoption.
• Develop enterprise playbooks, manager/HRBP guides, and enablement assets; ensure localization and brand alignment.
• Design communications and bite-size learning to meet users where they are (retail and corporate).
• Coordinate global change plans with HR Comms and Regions; drive awareness, capability, and consistency.
• Own feedback loops (surveys, listening sessions, NPS) and convert insights into design improvements.
• Lead delivery of annual talent planning cycles (calendar, readiness assessments, calibration, actioning) aligned to VP standards.
• Ensure line-of-sight from reviews to succession plans, movement decisions, and development investments; track accountability for actions and timelines.
• Guard the bar for performance and potential definitions; enable high-quality calibration that differentiates talent.
• Define requirements and shape UX for reports and dashboards with HRIS/People Analytics; deliver executive-ready views of pipeline health, diversity, risk, and momentum.
• Strengthen data standards and quality controls; coordinate with HRIS to enhance Workday/Talent modules supporting planning and succession.
• Translate insights into decisions (moves, slates, programs) and track impact (readiness, fill rates, internal mobility etc.).
• Coordinate and sequence the initiative portfolio related to talent planning and talent pools; manage interdependencies and risks.
• Manage vendors and operating budgets to meet design specifications, value, and global scale expectations.
• Lead and coach a small global/virtual team and a network of regional HRBPs; influence senior leaders to adopt and sustain practices.
• Develop and present updates for HRLT and enterprise governance forums; shape decisions with clear options and implications.
• Benchmark, pilot, and scale external best practices; measure ROI and retire low-value steps to reduce complexity.

Benefits

• Competitive pay, bonus programs, best in class medical insurance, vision insurance, dental insurance, life insurance, disability insurance, and more.
• An above-market 401(k) contribution to help our eligible associates save for retirement.
• Generous company-paid holidays, paid time off, hybrid working arrangements, volunteer opportunities, seasonal hours, and flexible work schedules.
• A variety of wellbeing tools and programs such as, Headspace membership, reimbursement for fitness memberships and/or digital meditation subscriptions, and the opportunity to earn up to $200 a year in rewards for exercising and participating in healthy activities.
• Access to services for childcare, elder care, adoption preparation, pet care, plus reimbursement for backup care when your regular plans fall through.
• Receive support for continued education including tuition reimbursement.
• Shop at our company outlets and e-commerce sites at a discount.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 5,001-10,000 employees