Sr. Talent Management Specialist - The Toro Company

The Toro Company•Bloomington, MN

1d•Hybrid

About The Position

The Toro Company (TTC) is in an exciting period of evolution - building and strengthening an intentional, enterprise-wide approach to how we identify, develop, and grow our talent. The Sr. Talent Management Specialist plays a key role in bringing that vision to life: driving the process, clarity, and quality of talent decisions deeper into the organization, stewarding consistent and meaningful performance practices across the enterprise, and helping HR Business Partners and leaders show up as confident talent owners. This is a role for someone who leads with curiosity and partnership, is equally comfortable facilitating and advising, and who finds deep satisfaction in helping a maturing talent function find its footing. If you believe that great performance conversations and a strong talent pipeline are genuine business advantages - and you want to help build both - we want to hear from you.

Requirements

Bachelor’s degree in HR, Business, Organizational Psychology, or related field
5+ years of progressive experience in talent management, HR, or a closely related discipline
Demonstrated experience with performance management, including designing or improving performance processes; familiarity with progressive performance management practices is a plus

Nice To Haves

Experience leading a significant HR process redesign or change management initiative
Experience with talent review and/or succession planning in a matrixed or multi-brand organization
Background in a global organization across multiple business units or geographies
Proficiency with Workday; comfort with AI-enabled HR tools and an interest in where talent technology is heading
Certification in talent management, people analytics, or OD (e.g., SHRM-SCP, ATD, AIHR)
A natural consultant – someone who asks good questions, listens well, and builds trust quickly with HR and business audiences at all levels
A skilled facilitator – comfortable leading talent conversations, enabling sessions, and working sessions of all kinds with confidence and care
An experienced project leader – able to drive complex, multi-stakeholder initiatives from design through adoption without losing momentum
Analytically minded – able to work with talent data, identify patterns, and translate what you see into clear and useful recommendations
A skilled communicator and content creator – everything this role produces carries the TMO brand, and you hold yourself to that standard
An eye for design and audience awareness – able to produce well-organized, polished, and audience-appropriate resources that make TMO's work credible and accessible to leaders at every level
Genuinely collaborative – someone who makes the whole team better, in addition to their own work stronger, and who brings ideas and energy to shared TMO strategy
Comfortable with ambiguity – motivated by the opportunity to help shape something that is still evolving at a company that values and invests in its people

Responsibilities

Own and evolve performance management across the enterprise: leading the multi-year redesign of our office population review process, completing the expansion to our remaining production workforce, and serving as TTC’s subject matter expert on progressive, high-quality performance practices for the long term
Act as a trusted thought partner to HR Business Partners: meeting them where they are, diagnosing talent dynamics, and helping elevate the quality and confidence of talent decisions across the organization
Support succession planning for function-critical roles: partnering with HRBPs and business leaders on successor identification, readiness assessment, pipeline development, and connecting those insights into enterprise talent narratives
Steward TTC’s talent review and calibration practices: ensuring our emerging frameworks and shared language take root consistently across business units, brands, and geographies, and that HRBPs have everything they need to lead strong talent conversations regardless of how much hands-on TMO support they want
Leverage people data and Workday: maintaining accurate talent records, building insightful reporting, and moving talent conversations from instinct to evidence
Create and continuously improve the tools, guides, and enablement resources: making TMO’s work practical and accessible for leaders across a complex, global enterprise