Talent Management Manager

Airbus•Atlanta, GA

3d•Hybrid

About The Position

Airbus Commercial is looking for a Talent Management Manager to join our team. The Talent Management Manager is a strategic individual contributor responsible for the design, deployment and governance of talent identification and performance enablement across North America. This role acts as the primary link connecting global programs and standards with regional needs to ensure a seamless, compliant, and data-driven talent ecosystem. The Talent Management Manager provides a consolidated regional view of talent, succession pipelines and overall headcount, ensuring that the unique operational, strategic and legal requirements of the Americas region are represented.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or related field or equivalent experience.
7+ years of HR or Talent Management experience within a complex, global matrixed organization.
Deep expertise in performance management, talent identification, talent review and succession planning.
Demonstrated ability to autonomously lead large-scale programs as an individual contributor. Comfortable executing while keeping long-term goals in mind.
Proven ability to influence senior executives and global stakeholders, aligning diverse groups without direct authority. Comfortable operating in a complex, matrixed environment.
Solid project and stakeholder management capabilities with a track record of results-oriented problem solving skills.
Deep understanding of the legal landscape associated with performance management.
Ability to manage complex data sets and translate them into executive-ready talent dashboards.
Exceptional written communication and presentation abilities, including ability to filter global/European communications and translate them into actionable, region-specific guidance for the region.
Exceptional judgment and discretion in managing sensitive talent discussions.
Travel Required 20% domestic and international.
Authorized to Work in the United States
Onsite 60% Remote 40%

Responsibilities

Orchestrate the Regional Team Review: Drive the talent review and potential assessment cycles for the region, ensuring calibration and consistency across all functions.
Succession Governance: Lead the regional succession planning process, moving beyond tool-based nominations to create strategic "bridges" between company populations to build bench strength for key roles and facilitate cross-organizational movement.
Accelerated Developer (AD) Management: Own the nomination and development rhythm for high-potential programs across the US, Canada, and Latin America, acting as the primary driver for regional talent pipelines.
Critical Knowledge Management: Oversee the identification of Critical Knowledge Owners (CKO) as a fundamental pillar of risk mitigation and succession planning.
Regional Process Owner: Act as the primary regional focal point for the performance cycle, "People Tempo,” managing the execution of goal setting, talent assessments (9-box) mid-year reviews, and year-end assessments. Elevate the quality of leader talent discussions to reinforce performance standards and cultural expectations.
Influence Process Simplification & Enhancement: Partner with global process owners to influence the evolution of performance tools, ensuring global program enhancements remain fully compliant with regional legal standards and are both simple and effective for end users. Partner with the Communications and HR teams to ensure messaging and experiences reflect Airbus culture while remaining authentic to the acquired company’s identity.
Centralized Headcount Reporting: Act as the primary point of contact for gathering and organizing headcount data from various global functions to provide a single, clear view of the workforce across Airbus Americas.
Strategic Workforce Alignment: Partner with HR Business Partners and Finance to conduct quarterly reviews of resource planning, ensuring talent strategies stay aligned with actual hiring needs and team changes.
Operational Connectivity: Bridge the gap between global resource plans and local execution, making sure regional leadership has the data needed to make informed talent decisions. Champion internal mobility and transparent career growth by connecting employees to Airbus learning and development resources.
Regional Governance of Competence Standards: Oversee and enhance the regional application of competence assessment frameworks, ensuring all required evaluations are executed to maintain operational compliance.
Modernizing Talent Frameworks: Lead the strategic evolution of regional talent benchmarks, shifting toward more agile methods of identifying and mapping organizational capabilities to meet future business needs.
Entity Onboarding: Lead the deployment of Airbus talent tools and performance rhythms into newly acquired or integrated entities.

Benefits

Competitive base salary
Incentive compensation which may include profit sharing schemes
Retirement savings plan
Employee Stock Ownership Plan (“ESOP”)
Paid time off including personal time
Holidays
Generous paid parental leave program
Comprehensive insurance coverage including medical (traditional and high-deductible health plans)
Prescription coverage
Dental insurance
Vision insurance
Life insurance
Disability insurance
Employee Assistance Plan (“EAP”)
Other supplemental benefit coverages
Upskilling and development opportunities through our global Leadership University
Unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path
Opportunity to participate in accelerated development programmes
National and international mobility