Talent Management HR Manager

Patterson-UTI•Houston, TX

About The Position

Brief Description: The Talent Management HR Manager serves as a strategic leader in building a future-ready global workforce by designing and executing enterprise-wide programs that strengthen leadership, enhance performance, and enable continuous growth. Partnering closely with HR Business Partners (HRBPs), business leaders, and functional teams across domestic and international operations, this role ensures talent strategies are integrated with business priorities, capability gaps are proactively addressed, and employees are equipped to achieve their full potential. This position reports to the Vice President, Talent Management and provides thought leadership and operational excellence across all Patterson-UTI companies. Detailed Description: Lead the design, deployment, and governance of enterprise-wide talent management programs, including performance management, leadership development, and succession planning. Partner with business and HR leadership to identify current and emerging capability gaps, define critical roles, and build targeted development pathways to strengthen bench strength and internal mobility. Establish frameworks for technical and managerial progression that reinforce a culture of merit, growth, and accountability. Translate talent analytics and workforce insights into actionable strategies; advise senior leaders on trends impacting organizational capability and readiness. Continuously evolve performance management practices to balance accountability with engagement, ensuring alignment to business performance and cultural values. Collaborate with international HR teams to align programs with local labor laws, market practices, and cultural norms while maintaining global standards. Present strategic insights and program outcomes to HR and business leadership, driving data-informed decision making on workforce planning, succession, and talent investment. Partner with Learning & Development to align content strategy, curricula, and delivery with identified capability gaps and business objectives. Partner with Talent Acquisition to enhance visibility and utilization of internal pipelines, supporting a seamless talent lifecycle from acquisition to development. Serve as a change leader for enterprise-wide talent and system implementations, ensuring stakeholder alignment, adoption, and sustainability. Measure program effectiveness through defined KPIs, feedback loops, and business impact metrics; continuously improve based on evaluation results. Perform other related duties as assigned.

Requirements

Ability to always maintain Company confidentiality, manage sensitive information and protect Company proprietary information in an appropriate manner.
Proven ability to manage and influence stakeholders at all organizational levels, including executive leadership.
Demonstrated experience designing and executing talent management strategies in complex, global organizations.
Strong business acumen with the ability to connect talent initiatives to measurable business outcomes.
Advanced analytical and problem-solving skills with the ability to interpret complex data and deliver actionable insights.
Detail oriented with the ability to also see the bigger picture and comfortable and willing to do “hands-on” work.
Excellent communication, presentation, and facilitation skills across cultures and geographies.
Expertise in performance management, succession planning, competency modeling, and organizational effectiveness frameworks.
High comfort level navigating change management, system rollouts, and process transformation.
Strong project management and prioritization skills; able to balance long-term strategic initiatives with near-term business needs.
Proficient in Microsoft Office Suite (PowerPoint, Excel, Word); experience leveraging data visualization and HR analytics tools preferred.
Experience working across international operations and global workforce environments.
Ability to travel as required to company sites, including international locations.
Bachelor’s Degree in Human Resources, Organizational Development, Business, Psychology, or related field of study.
10+ years of progressive HR or talent management experience with increasing scope of responsibility, including global or enterprise program leadership.

Nice To Haves

Master’s Degree in HR, Organizational Development, or related field of study.
Certification in Talent Management, Organizational Development, or related discipline (e.g., PHR or SHRM-CP).
Experience in the Oil & Gas Industry.
Experience with Oracle HCM or other enterprise systems experience.

Responsibilities

Lead the design, deployment, and governance of enterprise-wide talent management programs, including performance management, leadership development, and succession planning.
Partner with business and HR leadership to identify current and emerging capability gaps, define critical roles, and build targeted development pathways to strengthen bench strength and internal mobility.
Establish frameworks for technical and managerial progression that reinforce a culture of merit, growth, and accountability.
Translate talent analytics and workforce insights into actionable strategies; advise senior leaders on trends impacting organizational capability and readiness.
Continuously evolve performance management practices to balance accountability with engagement, ensuring alignment to business performance and cultural values.
Collaborate with international HR teams to align programs with local labor laws, market practices, and cultural norms while maintaining global standards.
Present strategic insights and program outcomes to HR and business leadership, driving data-informed decision making on workforce planning, succession, and talent investment.
Partner with Learning & Development to align content strategy, curricula, and delivery with identified capability gaps and business objectives.
Partner with Talent Acquisition to enhance visibility and utilization of internal pipelines, supporting a seamless talent lifecycle from acquisition to development.
Serve as a change leader for enterprise-wide talent and system implementations, ensuring stakeholder alignment, adoption, and sustainability.
Measure program effectiveness through defined KPIs, feedback loops, and business impact metrics; continuously improve based on evaluation results.
Perform other related duties as assigned.