Talent Manager

LP Analyst•Dallas, TX

About The Position

LP Analyst is seeking a Talent Manager to support the organization and help drive the development, engagement, and performance of our team. This role partners closely with business leadership to manage the employee lifecycle, support staffing and resource planning, and ensure our professionals have the support and guidance needed to succeed in a client-focused environment. The Talent Manager will serve as the primary talent partner for a group of professionals, maintaining close and regular contact to understand their strengths, development goals, career interests, and professional preferences. In collaboration with leadership, the Talent Manager helps ensure the team is effectively staffed while supporting ongoing development and performance management. This role requires frequent coordination with business leaders and colleagues across the firm to balance the needs of the business with the career growth and development of employees. A successful Talent Manager will thoughtfully align staffing decisions, development opportunities, and performance outcomes while helping sustain the high-performance culture and talent standards expected in a firm serving institutional investors and financial services clients.

Requirements

Bachelor’s degree in Business Administration, Human Resources or related field.
4–8+ years of experience in talent management, HR, consulting, or professional services environments.
Experience supporting client-focused teams or professional services organizations preferred.
Strong organizational and analytical skills with the ability to manage multiple priorities.
Excellent interpersonal and communication skills with the ability to influence stakeholders.
High level of discretion and ability to work with confidential information.
Excellent written and verbal communication skills
Strong organizational and multitasking skills
Self-starter with high accountability and ownership mindset
Problem-solving orientation with attention to process improvement
Professional presence and confidence
Ability to influence cross-functional teams without direct authority
Ability to work with confidential data

Nice To Haves

Experience supporting consulting, advisory, analytics, or services teams.
Experience managing performance review cycles and career development programs.
Familiarity with resource management, workforce planning, or staffing models.

Responsibilities

Maintain a strong understanding of each employee’s performance, strengths, technical capabilities, and development objectives to support career progression and effective team deployment.
Serve as a trusted point of contact for employees regarding career development, and performance feedback.
Partner with leadership and internal teams to identify training and development opportunities that strengthen the capabilities of the organization.
Ensure employee profiles, experience summaries, and performance documentation are maintained and readily available to support internal planning and client-focused initiatives.
Apply the firm’s performance management framework and competency expectations to support consistent feedback, evaluation, and development conversations.
Participate in regular talent discussions with leadership to review performance trends, identify development opportunities, and address any emerging talent concerns.
Support the firm’s performance management cycle, including preparation, coordination, and analysis of performance outcomes.
Ensure fair, consistent, and well-documented performance evaluations.
Manage staffing and resource allocation for a defined population of professionals, helping ensure teams are appropriately aligned with client needs, skills, and development goals.
Work closely with leadership to ensure teams are staffed effectively based on project needs, expertise, and capacity.
Monitor team utilization and workload balance.
Help align employees’ skills, interests, and development goals with client assignments.
Coordinate staffing decisions across teams to ensure efficient resource deployment.
Support initiatives that improve employee engagement, retention, and culture.
Partner with leadership to foster a collaborative, high-performance environment.
Track key talent metrics including utilization, performance trends, attrition, and promotion readiness.
Provide insights to leadership on workforce planning and organizational health.
Support continuous improvement of talent management processes and systems.