Sr Mgr, Talent Mobility & Performance Managem

COLLETTE TRAVEL SERVICE INC• US,

1d•$100,000 - $140,000

About The Position

Collette is seeking a highly organized and strategic Sr. Manager, Talent Mobility & Performance Management to join our People & Culture Team. This role will lead the programs, processes, and operations that help employees move, grow, and contribute across the business. This role will own talent mobility operations, including internal assignments, temporary assignments, contractors, interns, job rotations, internal movement processes, and the policies that support fair, consistent, and transparent mobility across Collette. About Collette: Let Us Show You the World There has never been a better time to be in the travel industry. See the world, connect with others, and experience the immersive benefits of one of today’s most exciting industries when you join the Collette team! As the longest-running tour operator in North America, our family-owned business leads the industry in innovation and expertise. Collette’s passionate team works hard to fulfill travel dreams and is always looking for talent that will help shape the company’s future. Being part of the Collette team means having a willingness to grow, a desire to learn and ask questions, and a zest for seeing the world. From giving back to local communities to creating incredible experiences for a world of travellers and being part of a values-oriented team that cares for one another, Collette is all about people. So, what are you waiting for? Your journey starts here. Job Summary The Sr. Manager, Talent Mobility & Performance Management will support the programs, processes, and partnerships that strengthen Collette’s talent pipeline through performance management, talent mobility, and global HR support. This role helps create clear and consistent pathways for employees to grow, move across the business, and contribute to future talent needs while ensuring managers and employees have practical support for performance, mobility, and workforce processes. Reporting to the Senior Director, Talent Management & Development, this role partners closely with People & Culture Business Partners, Talent Acquisition, business leaders, Legal, Finance, IT, and other stakeholders to support performance management practices, talent pipeline planning, internal mobility, temporary assignments, contractors, interns, job rotations, and related workforce processes. This person will also serve as a primary People & Culture contact for HR-related questions and coordination outside the United States, helping connect global teams to the right resources, processes, and support. A key focus of this role will be creating scalable, manager-friendly processes that connect performance management, mobility, and talent pipeline visibility. This includes supporting performance cycles, helping translate talent insights into development and movement opportunities, and improving the employee and manager experience through clearer tools, communications, training, and adoption support.

Requirements

7–10 years of progressive experience in Talent Management, People Operations, HR Business Partnering, HR programs, workforce operations, or a related HR discipline, ideally in a global, matrixed, or growing organization.
Experience supporting internal mobility, talent movement, job rotations, promotions, transfers, temporary assignments, internships, contractors, or related workforce programs.
Hands-on experience supporting HRIS implementation, HR technology rollout, process mapping, testing, stakeholder readiness, data validation, training, and adoption activities.
Strong ability to design practical policies, workflows, templates, and governance practices that create consistency while remaining easy for managers and employees to use.
Experience developing communications, training plans, stakeholder engagement approaches, and adoption support for new systems, programs, or processes.
Strong project management skills with the ability to manage timelines, milestones, dependencies, stakeholders, risks, and deliverables across multiple priorities.
Ability to organize and analyze workforce data, track program activity, identify trends, and translate information into clear updates, recommendations, and action plans.
Strong relationship-building skills with the ability to partner across People & Culture, Legal, Finance, IT, Talent Acquisition, Communications, and business leadership.
Clear and practical written and verbal communication skills, with the ability to create manager-friendly guidance, employee communications, executive updates, and process documentation.
Strong judgment, discretion, professionalism, and commitment to handling sensitive employee, workforce, and organizational information appropriately.

Responsibilities

Build, manage, and continuously improve the processes that support performance management, talent pipeline visibility, internal mobility, talent movement, job rotations, temporary assignments, cross-functional opportunities, and employee growth pathways across Collette.
Support the execution and continuous improvement of performance management processes, including manager guidance, employee communications, process documentation, reporting, and follow-up actions that help connect performance outcomes to development, mobility, and talent planning.
Own the operational processes for internal assignments, temporary assignments, project-based coverage, contractors, and other flexible workforce arrangements. Partner with business leaders, People & Culture, Legal, Finance, and Talent Acquisition to ensure assignments are clearly defined, properly documented, and consistently managed.
Manage the operational framework for internship programs, including role intake, manager guidance, program timelines, participant tracking, conversion support, and reporting. Partner with leaders and Talent Acquisition to create a consistent and positive intern experience.
Develop, maintain, and operationalize policies, guidelines, templates, and decision processes related to internal mobility, promotions, transfers, temporary assignments, contractors, interns, job rotations, and other talent movement practices.
Serve as a key People & Culture contact for HR-related questions, coordination, and process support outside the United States. Partner with regional leaders and internal stakeholders to help ensure global teams receive clear, consistent, and practical HR guidance.
Serve as a key People & Culture project lead for HRIS implementation. Support process mapping, requirements gathering, stakeholder engagement, communications, training plans, change readiness, adoption activities, testing coordination, and post-launch improvements.
Create and maintain tracking tools, dashboards, reports, and documentation that provide visibility into performance management, talent pipeline activity, internal mobility, assignments, contractors, interns, workforce movement, HRIS readiness, and process adoption.
Collaboration and partnership within People & Culture department, such as Talent Acquisition, as well as across other departments like Legal, Finance, IT, Communications, and business leaders to ensure talent mobility and workforce processes are practical, compliant, employee-friendly, and aligned to business needs.
Develop clear resources, FAQs, templates, communications, and guidance to help managers and employees understand performance management expectations, mobility options, assignment processes, internal movement pathways, global HR support channels, and HRIS-related changes.
Identify opportunities to simplify work, reduce manual processes, improve the employee and manager experience, strengthen governance, and create scalable practices that support Collette’s growth.