Sr. Talent Management Manager

OpenGov•San Francisco, CA

3d•$172,000 - $230,000

About The Position

The Sr. Talent Management Manager is a senior-level functional expert responsible for owning and leading large, complex segments of the enterprise talent portfolio without direct people management responsibilities. This role operates with significant autonomy and accountability, translating enterprise talent strategy into scalable, sustainable programs that drive performance, engagement, and leadership capability. This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership.

Requirements

10+ years of experience in talent management, organizational development, or related HR disciplines.
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
Proven experience owning and scaling enterprise talent programs with significant organizational impact.
Demonstrated ability to influence senior leaders and drive outcomes in a highly matrixed environment.
Strong program leadership, analytical, and change-management capabilities.

Nice To Haves

Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar).
Experience working in SaaS or technology-driven organizations.
Deep Familiarity with talent management systems and HRIS systems
Knowledge of Radford leveling and compensation frameworks.

Responsibilities

Enterprise Talent Program Ownership
Own end-to-end accountability for major enterprise talent programs or program portfolios (e.g., performance management, leadership development, succession planning, career development, engagement, etc.).
Translate enterprise talent strategy into multi-year roadmaps, annual operating plans, and execution priorities for assigned programs.
Make independent decisions within program scope, including design tradeoffs, sequencing, resourcing needs, and change approach.
Identify systemic gaps or risks in talent processes and proactively recommend solutions to the Director and People leadership.
Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch.
Advanced Program Execution & Operational Leadership
Lead complex, cross-functional execution across multiple workstreams, stakeholders, and timelines.
Establish program governance, operating cadence, escalation paths, and success metrics.
Partner closely with HR Tech and People Operations to ensure systems, workflows, and data structures support scalable delivery.
Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout.
Resolve complex execution issues, balancing business needs, employee experience, and operational constraints.
Strategic Partnership & Influence
Act as a senior partner to HRBPs and business leaders on talent programs, providing guidance on application, interpretation, and decision-making.
Influence senior leaders through data, insights, and program outcomes rather than positional authority.
Partner with Compensation, Learning, and other COEs to ensure talent programs are integrated and aligned.
Represent Talent Management in cross-functional forums, planning cycles, and enterprise initiatives as needed.
Change Management, Enablement & Communications
Own change-management strategy for assigned talent programs, including stakeholder alignment, risk mitigation, and adoption planning.
Design enterprise communication strategies and manager enablement materials to drive clarity and sustained adoption.
Ensure leaders and managers are equipped to execute talent processes effectively and consistently.
Drive accountability for participation, quality, and outcomes in partnership with HRBPs and business leaders.
Performance, Development & Engagement
Lead execution and continuous improvement of performance management and talent review processes within assigned scope.
Design and deliver leadership and career development programs aligned to organizational priorities.
Own execution of employee engagement programs or segments, including insight synthesis and action-planning frameworks.
Ensure programs produce measurable improvements in manager effectiveness, engagement, and talent outcomes.
Data, Insights & Continuous Improvement
Define KPIs and success measures for assigned programs; own dashboards and reporting.
Analyze trends across performance, engagement, succession, and development data to inform recommendations.
Use insights to evolve programs and influence broader talent strategy discussions.
Present findings and recommendations to People leadership and senior stakeholders.