Talent Pipeline Program Manager

Regions Bank•Birmingham, AL

3d•$85,768 - $108,790•Onsite

About The Position

At Regions, the Talent Program Manager is a key contributor to Regions’ enterprise talent strategy, responsible for designing, delivering, and supporting talent initiatives that enable the identification and recruitment of key talent, ensure workforce readiness, drive enterprise performance, and/or support associate growth and development. This role operates within a Center of Excellence (COE) model and may sit in either Talent Acquisition, Workforce Readiness and Talent Management, Learning and Development, or Total Rewards and partners closely with Human Resources (HR) Business Partners, business leaders, and cross-functional stakeholders to ensure talent initiatives align with enterprise priorities, operational excellence, and business needs. The Talent Program Manager at this level supports the design, implementation, and management of assigned talent initiatives that address associate and business needs across the talent lifecycle. This role supports logistics, communications, marketing, metrics, and continuous improvement. Role Summary The Talent Pipeline Program Manager is responsible for designing, governing, and operating the enterprise leadership pipeline and HiPo ecosystem, ensuring that talent investments are needs-based, targeted, and tied to real readiness outcomes. This role owns the internal pipeline and orchestration of talent actions that materially accelerate readiness for future leadership roles and reduce enterprise talent risk. This role is ideal for a strong integrator who can turn talent insight into action, bring discipline to complex environments, and maintain credibility with senior leaders. The role partners closely with HR Business Partners, Learning & Development, and Talent Operations.

Requirements

Bachelor’s degree
Five (5) years of multi-discipline experience in Human Resources
Strong relationship development experience

Nice To Haves

Advanced degree
Experience working in regulated or risk‑sensitive environments (e.g., banking, financial services, insurance)
Experience managing selective development investment portfolios (programs, coaching, exposure roles)
Familiarity with talent assessment concepts (360s, developmental assessments) and how results inform development
Experience designing governance or standards for enterprise talent programs
Comfort operating in resource‑lean environments with high visibility and accountability
Master’s degree in HR, OD, Psychology, or related field
Leadership pipeline architecture and segmentation
Talent assessment literacy (interpretation, not administration)
Development for readiness (experiential learning, exposure planning)
Stakeholder influence without formal authority
Program and portfolio orchestration
Systems thinking across talent, development, and readiness
High judgment and discretion
Comfortable saying “not yet” or “not this time”
Structured thinker who brings clarity to ambiguity
Calm under executive scrutiny
Oriented toward outcomes rather than activity

Responsibilities

Supports the design and implementation of enterprise talent initiatives aligned to Regions’ workforce and business priorities
Executes assigned components of talent initiatives, including communications, logistics, stakeholder coordination, and reporting
Maintains engagement with assigned internal and external talent to support long-term relationships and pipelines
Identifies opportunities to improve tools, processes, and program effectiveness
Consults with HR Business Partners to support various talent strategies
Supports planning efforts to enhance associate capabilities and readiness for increased responsibility
Partners with HR Analytics to support reporting and measurement strategies
Builds strong working relationships across HR Centers of Excellence, business leaders, associates, and external partners
Applies external talent market insights to inform continuous improvement
Design and maintain a clear enterprise leadership pipeline architecture (segmentation, entry/exit criteria, readiness expectations) and govern movement into, through, and out of talent portfolios
Ensure pipeline populations align to standards and remain intentional, scalable, and aligned to meet future demand
Monitor pipeline/portfolio health, progression, and concentration risk and surface concerns
Conduct needs analysis to determine how best to progress readiness of HiPo portfolios and collaborate with COE stakeholders to implement solutions that close the gaps
Prioritize and coordinate talent actions, including: Selection for leadership programs, Selection for coaching, Targeted assessments, Stretch key experience and exposure opportunities (e.g. boards, committees, awards)
Match development interventions to specific readiness or capability needs, not general demand ensuring scarce capacity is deployed where it has highest impact
Prepare decision‑ready recommendations for development investment where escalation is required
Partner to gain approval on recommendations and communicate decisions appropriately
Ensure selected talent actions are activated, sequenced, and completed
Track progress against intended outcomes and surface risks early
Partner with HRBPs and managers to reinforce accountability for development follow‑through
Provide clear, concise updates on pipeline status, action progress, and emerging concerns
Partner with HRBPs to align talent to the right pipeline segments and actions
Collaborate with L&D to align programs and experiences to pipeline needs
Work with Talent Operations to ensure accurate data, smooth execution, and reporting integrity
Escalate issues appropriately with analysis and options, not unresolved questions