Talent Management Project Manager

Texas Capital•Richardson, TX

About The Position

Texas Capital is seeking a Talent Management Project Manager to serve as a consultative partner to HR and business leaders. This role involves diagnosing talent and capability gaps, recommending solutions, and managing workplans. The Project Manager will develop and improve talent management processes and tools to drive employee development, and partner with HR and business leaders on initiatives across performance management, talent planning, development planning, learning and development programs, employee engagement, and manager excellence. Key responsibilities include defining and managing timelines for talent processes, developing and monitoring effectiveness metrics, leading reporting and communication of progress to senior leaders, and developing communications and resources for leaders. The role also involves partnering with stakeholders to collect feedback, anticipate resistance, and apply change management principles to drive adoption of new talent processes.

Requirements

Conscientious with all deliverables; delivers quality, timely work products.
Exercises sound judgment and discretion with confidential and sensitive talent, performance, and assessment data.
Partners with leadership to build reasonable timelines/Gantt charts and leads efforts to ensure deadlines are met.
Comfortable managing multiple concurrent, enterprise-wide initiatives with competing priorities.
Skilled at defining key metrics that are critical to reach desired deadlines and results.
Demonstrated ability to influence and build credibility with leaders without direct authority.
Strong executive communication skills — written and verbal — with the ability to tailor messaging for audiences ranging from front-line managers to senior executives.
Familiarity with change management principles (e.g., Prosci/ADKAR or equivalent) and their application to driving adoption of new talent processes.
Experience improving key talent management processes (e.g., performance management, talent and succession planning, leadership development, assessment administration).
Ability to design clear, scalable workflows.
Working knowledge of general talent management practices, including talent assessment, performance management, succession planning, and leadership assessment tools (self- and multi-rater).
3–5 years of progressive experience in Talent Management, HR, or a related field, ideally including exposure to enterprise-wide or cross-functional initiatives.
Ability to analyze people data and translate it into insights senior leaders can act on.
Comfort with reporting and effectiveness metrics; formal statistics background is a plus but not required.
Undergraduate degree in Business, Human Resources, Organization Development, Psychology, or a related field, or an equivalent combination of education, training, and experience.
MS Project – proficient
MS Excel – advanced
MS PowerPoint – proficient

Nice To Haves

Project Management Professional (PMP) preferred, or equivalent demonstrated experience.
HCM systems (e.g., SuccessFactors, ADP, Cornerstone) – preferred
Statistical/data visualization tools – a plus

Responsibilities

Serve as a consultative partner to HR and business leaders — diagnosing talent and capability gaps and recommending solutions, not simply managing the resulting workplan.
Develop and improve talent management processes and tools that enable employees and leaders to drive employee development.
Partner with HR and business leaders to design and drive initiatives across performance management, talent planning, development planning, learning and development programs, employee engagement, and manager excellence.
Define and manage timelines for key talent processes; develop and monitor effectiveness metrics that demonstrate business impact, not just completion.
Lead reporting and communication of progress and outcomes to senior leaders, tailoring the message to the audience.
Develop communications and resources for leaders at varying levels to introduce, guide, and manage talent management processes.
Partner with key stakeholders to collect feedback, anticipate resistance, and continuously improve processes.
Apply change management principles to drive adoption of new talent processes across a diverse, dispersed leadership population.