Sr. Talent Management Manager

RWE•Austin, TX

About The Position

The Sr. Talent Management Manager drives the design, delivery, and evaluation of learning and development initiatives that strengthen employee capabilities and support business goals – specifically around performance management. This role partners closely with HR and the business to provide strategic direction, project management, analytics, instructional design, facilitation, and business partnering to drive the local performance strategy as well as support initiatives cascaded from our parent company.

Requirements

Certification from an accredited provider of industry knowledge is highly desirable (e.g., SHRM, ATD CPLP, Coaching). Commitment to ongoing professional development is expected
Minimum 5 years supporting performance management within HR, L&D, Talent Management, or related function
Proven experience leading projects or initiatives in a corporate environment
Strong project management and organizational skills, with the ability to manage multiple priorities effectively
Strong written/verbal communication; attention to detail and accuracy
Fluency with learning and reporting platforms (LMS, SuccessFactors, survey tools)
Advanced understanding and application of adult learning principles and instructional design
Business partnering informed by measurement theory, with proven success
Ability to embed inclusion principles and promote psychological safety in learning and performance initiatives
Collaborative mindset; strong follow-through; continuous improvement approach; no task too minor to handle
Professional discretion; ability to handle sensitive information
Ability to learn new systems/tools quickly; problem-solving focus
Experience providing coaching and support to managers for performance management adoption for sustained behavioral change and team effectiveness
Interest in renewable energy, sustainability, or mission-driven work

Nice To Haves

Experience with data-driven reporting and analytics platforms preferred
Intermediate proficiency in Microsoft Excel (formulas, data tracking, analysis); familiarity with data analytics software (Power BI, Tableau) preferred

Responsibilities

Leverage the ADDIE model owning end-to-end delivery of the company’s performance management strategy (e.g., programs and process training, and related HR initiatives)
Conduct needs assessments to identify company-wide performance skill gaps across all levels and inform targeted program design with an emphasis on equity and access
Apply advanced knowledge of talent frameworks and organizational development to drive bottom-line impact and organizational capability growth
Track and report on project timelines, milestones, deliverables, and risks using established project management tools
Execute activities at all levels to drive impactful programs
Partner with cross-functional partners such as Talent Management team members, local and global HR colleagues, Communications, and senior business leaders to influence, align, and execute learning initiatives
Ensure representation of relevant HR and Talent Management initiatives such as feedback and people leader expectations in performance strategy
Drive change management resulting in accountability to performance processes
Provide responsive support to program participants and internal partners, with a focus on sustainable solutions promoting self-service
Effectively influence talent management strategy and related decisions with HR and business leaders
Support cross-functional HR projects as needed (e.g. compensation planning, leadership development training)
Design and implement performance management solutions aligned with organizational goals (i.e., retention and employee engagement) and talent priorities (i.e., succession planning, calibration, career pathways)
Leverage in-person and digital learning modalities (i.e. microlearning, social learning, mobile learning) to develop effective learning solutions with validated knowledge transfer
Deliver top-down training initiatives ensuring SVP buy-in (in partnership with function leader) and understanding for a successful cascade of information
Facilitate employee and manager workshops enabling adherence to key performance expectations throughout an annual cycle
Maintain curriculum (i.e. slide decks, guides, toolkits, and digital resources) and process documentation on SharePoint and SuccessFactors to support team and client access and adoption
Leverage advanced evaluation models (i.e., ROI Methodology) to establish and track pre/post-program metrics and manage executive reporting to measure program effectiveness, behavior change, and business impact
Collect, analyze, and maintain learning and program data (e.g., demographics, survey results, assessments, behavioral impact data, alignment to key business initiatives)
Use Excel and other tools to support data analysis, reporting, and insights
Build and deliver executive summaries leveraging talent data and business priorities to validate strategic direction and planned initiatives aligned to business strategy and performance expectations
Emphasize continuous improvement approach to performance management informed by performance data, business strategy, executive priorities, and business partner feedback