Talent & Performance Management Manager

Wells Fargo Bank•Charlotte, NC

18h•Hybrid

About The Position

Wells Fargo is seeking a Talent & Performance Management Manager to lead a team focused on Early Careers Strategy & Operations, enterprise-wide strategic initiatives, operational excellence, and innovation with a focus on enhancing our Early Careers program design and delivery. This role ensures alignment of global programs with organizational goals, enables transformation through technology and data, and fosters employee engagement while maintaining governance and vendor strategy compliance. In this role, you will: Manage and develop a team of individual contributors with low to moderate complexity and risk Lead efforts to standardize, simplify, and automate our end-to-end recruiting and program design for Early Careers Own and manage numerous strategic initiatives across our suite of processes to establish / align global programs with organizational goals and business priorities Build and mentor a high-performing team focused on establishing and executing 3-5 year strategy to optimize how we deliver Serve as a trusted advisor to HR and Line of Business (LOB) leaders on early talent trends, markets insights, and best practices while facilitating regular updates / reporting to stakeholders on outcomes and program performance Lead end-to-end portfolio management, including project planning, operations calendar, and global connectivity Architect forward-thinking frameworks in alignment with key strategies, maturing our Early Careers function including but not limited to compensation, performance management, and talent optimization Champion technology adoption and automation to accelerate business outcomes by identifying applicable use cases and streamlining processes Partner cross-functionally within and outside of HR to identify and implement product enhancements to drive innovation and process automation Cultivate a high-performance culture through inclusive, data-driven engagement strategies Leverage data to synthesize numerous program outcomes, opportunities, and key updates for multiple stakeholder groups – including senior leaders Design and implement robust governance models and operational playbooks for global consistency Lead data strategy and analytics, ensuring integrity, reporting accuracy, and actionable insights Oversee dashboard design, testing, and training for leadership reporting Ensure operational excellence across regions with disciplined planning and execution Direct strategic messaging and engagement through enterprise channels such as Loudspeaker Align vendor partnerships with budgetary goals, renewal cycles, and business review processes for optimal ROI Develop and maintain process playbooks, governance frameworks, and SharePoint design for knowledge management Guide the integration of talent and learning strategies with broader business objectives, using data-driven insights to inform decision-making Manage allocation of people and financial resources while establishing a culture of inclusion, feedback, talent development, individual engagement, team effectiveness, and change management Identify and own opportunities for process improvement and risk control, particularly when implementing change and/or developing mitigation strategies Monitor, refine, and measure the impact of talent initiatives using clear success metrics

Requirements

4+ years of Talent and Performance Management experience, or equivalent demonstrated through one or a combination of the following: work experience, training, military experience, education
2+ years of Leadership experience

Nice To Haves

Experience within early careers including campus recruiting, early talent program management, or talent acquisition within financial services or investment banking
Proven ability to build relationships while consulting, influencing and partnering at all levels across a complex and matrixed organization
Experience in process design, product management, and career development
Excellent communication, project management, analytical, and prioritization skills
Proven experience collecting, analyzing, and providing data-driven recommendations to business leaders on go forward talent strategies
Ability to consider both global and programmatic nuances to design holistic business strategies
Demonstrated ability to partner with learning organization to deliver effective training opportunities to program participants while assessing impact
Virtual leadership experience with ability to manage, coach, and develop team members in multiple cities and in high-pressure environments
Knowledge and understanding of recruiting ATS systems, preferably Workday
Experience with HR systems (Workday), survey platforms (Qualtrics), and dashboard design
Familiarity with AI-driven transformation and global program enablement

Responsibilities

Manage and develop a team of individual contributors with low to moderate complexity and risk
Lead efforts to standardize, simplify, and automate our end-to-end recruiting and program design for Early Careers
Own and manage numerous strategic initiatives across our suite of processes to establish / align global programs with organizational goals and business priorities
Build and mentor a high-performing team focused on establishing and executing 3-5 year strategy to optimize how we deliver
Serve as a trusted advisor to HR and Line of Business (LOB) leaders on early talent trends, markets insights, and best practices while facilitating regular updates / reporting to stakeholders on outcomes and program performance
Lead end-to-end portfolio management, including project planning, operations calendar, and global connectivity
Architect forward-thinking frameworks in alignment with key strategies, maturing our Early Careers function including but not limited to compensation, performance management, and talent optimization
Champion technology adoption and automation to accelerate business outcomes by identifying applicable use cases and streamlining processes
Partner cross-functionally within and outside of HR to identify and implement product enhancements to drive innovation and process automation
Cultivate a high-performance culture through inclusive, data-driven engagement strategies
Leverage data to synthesize numerous program outcomes, opportunities, and key updates for multiple stakeholder groups – including senior leaders
Design and implement robust governance models and operational playbooks for global consistency
Lead data strategy and analytics, ensuring integrity, reporting accuracy, and actionable insights
Oversee dashboard design, testing, and training for leadership reporting
Ensure operational excellence across regions with disciplined planning and execution
Direct strategic messaging and engagement through enterprise channels such as Loudspeaker
Align vendor partnerships with budgetary goals, renewal cycles, and business review processes for optimal ROI
Develop and maintain process playbooks, governance frameworks, and SharePoint design for knowledge management
Guide the integration of talent and learning strategies with broader business objectives, using data-driven insights to inform decision-making
Manage allocation of people and financial resources while establishing a culture of inclusion, feedback, talent development, individual engagement, team effectiveness, and change management
Identify and own opportunities for process improvement and risk control, particularly when implementing change and/or developing mitigation strategies
Monitor, refine, and measure the impact of talent initiatives using clear success metrics