Talent Development Manager

DTCC • Tampa, FL

1d • Hybrid

About The Position

The Talent Management & Development team delivers processes and programs which engage, develop, and retain organizational talent. Our team delivers talent solutions which enable leaders to assess, develop, engage, and progress every employee to optimize individual and organizational performance. Through these efforts, our strategic goal is to build a robust and diverse pipeline of future leaders, with the right capabilities to thrive in leadership roles and create competitive advantage for DTCC, now and in the future.
The Senior Associate, Performance Management & Employee Engagement, is responsible for designing, executing, and continuously improving core talent processes that drive a high-performance, engaged workforce. This role ensures consistent, meaningful performance conversations, strengthens employee experience insights, and translates data into actionable strategies that align with enterprise priorities.

Requirements

• Minimum of 6 years of experience in talent management, HR, or organizational effectiveness
• Experience supporting performance management processes and/or employee engagement programs
• Strong analytical skills with ability to translate data into actionable insights
• Proven ability to manage complex, cross-functional processes
• Strong communication and stakeholder management skills
• Ability to partner, coach, and develop junior team members in an agile environment without direct / formal authority

Nice To Haves

• Process Excellence: Ability to design and improve scalable talent processes
• Data-Driven Decision Making: Comfort working with engagement and performance data
• Data and Story-Telling: Strong analytical and strategic thinking skills, with the ability to interpret data, identify trends, and apply insights
• Consultative Mindset: Ability to influence leaders and drive behavior change
• Execution & Ownership: Delivers high-quality outcomes in a fast-paced environment
• Collaboration: Works effectively across People Development and business stakeholders
• Technical Expertise: Experience navigating Human Capital Management systems and ability to troubleshoot system issues
• Communication: Excellent verbal and written communication and facilitation skills, with the ability to influence senior leaders, build trust‑based relationships, and adapt communication for diverse stakeholders
• Project Management: Demonstrated strength in project management, leading multiple complex initiatives simultaneously while maintaining strong organizational skills, prioritization, and execution discipline
• Agility: Highly proactive, flexible, and comfortable working in a fast‑paced, evolving environment, consistently driving productivity and delivering high‑quality results

Responsibilities

• Lead end-to-end performance management cycles (goal setting, career conversations, mid-year, year-end), ensuring strong adoption and consistency across the organization
• Operationalize performance frameworks aligned to business goals and Leadership Expectations (e.g., “what” and “how” performance criteria)
• Support calibration processes and ensure fairness, transparency, and quality of performance ratings
• Develop tools, templates, and guidance to enable effective manager-employee performance conversations
• Determine a communication strategy for the performance process and partner closely with the communications team to execute
• Identify and implement process improvements to enhance clarity, efficiency, and employee understanding
• Equip managers with resources, training, and coaching to improve the quality of feedback and performance discussions
• Drive adoption of best practices in goal setting, career conversations, development planning, and continuous feedback
• Design and facilitate information sessions to employees and people managers to bring awareness to the enterprise tools and resources
• Partner with HRBPs, Employee Relations, and business leaders to address performance-related challenges and elevate capability
• Partner closely with the Talent Development team on the resources and tools that managers need during the talent lifecycle and ensure these are built into the manager upskilling programs
• Lead enterprise engagement survey cycles (design, launch, analysis, and action planning)
• Analyze engagement data to identify trends, risks, and opportunities at enterprise and segment levels
• Translate insights into targeted interventions that improve engagement, retention, and team effectiveness
• Partner with leaders to embed engagement actions into business priorities and track progress over time
• Develop dashboards and reporting frameworks to monitor performance outcomes and engagement trends
• Partner closely with HRBPs on the year-end Ratings Calibration process, providing accurate data and staying abreast of changes
• Synthesize qualitative and quantitative data into clear, executive-ready insights
• Ensure data integrity and alignment across performance, engagement, and broader talent metrics
• Serve as a key liaison across People Development, HRBPs, and business leaders
• Drive alignment on process design, timelines, and communications
• Maintain governance and documentation for performance and engagement processes

Benefits

• Competitive compensation, including base pay and annual incentive
• Comprehensive health and life insurance and well-being benefits, based on location
• Pension / Retirement benefits
• Paid Time Off and Personal/Family Care, and other leaves of absence when needed to support your physical, financial, and emotional well-being.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: No Education Listed