Sr Manager, Talent & HR Processes

 Essential Functions 

Talent Management & Strategy (25%)

• Design and lead a cohesive talent management strategy that drives employee growth, performance, and succession.
• Manage key talent management programs including goal-setting, performance management, talent reviews, succession planning, and career pathing.
• Partner with HRBPs, and key stakeholders to align talent strategies with organizational goals.
• Drive structured, fair, and transparent people processes throughout the talent lifecycle.
• Create dashboards and other presentations for use by the ELT and the Board

Employee Experience (25%)

• Lead the employee experience strategy utilizing surveys and other listening tools to gather insights across the employee lifecycle.
• Translate feedback into actionable strategies to improve engagement, belonging, manager effectiveness, and organizational culture.
• Provide leaders with survey data and other organizational pulse feedback to take action across their respective teams and improve retention and engagement.

Onboarding, New Hire Orientation, & Learning (15%)

• Oversee the delivery of a consistent, scalable onboarding program (e.g., agilon 101 and Foundations) to ensure a high-quality, engaging, and consistent experience.
• Collaborate with cross-functional teams to ensure alignment and smooth transitions for new hires.
• Use feedback and analytics to continuously improve the onboarding experience and new hire retention.
• Explore other learning and development opportunities to elevate our workforce.

HR Analytics / Talent Metrics (15%)

• Drive innovation in talent processes such as performance management, promotions, internal mobility, and career development.
• Lead HR Monthly Operating Reviews
• Partner with HR Business Partners and other stakeholders to identify, gather, and track new people metrics.
• Leverage technology and data to simplify and scale talent practices while ensuring equity and consistency.

Operational Excellence & Process Consistency (10%)

• Partner with leaders/HRBPs to implement retention tools and conduct turnover analysis, identifying drivers and reducing regrettable attrition.
• Maintain 98–100% accuracy of organizational charts within HRIS and conduct regular audits of HR data
• Drive adherence to core HR processes (performance reviews, merit cycles, engagement survey follow-up) to ensure consistency and compliance across the business.

CoE / Team Leadership (10%)

• Lead, coach, and develop direct reports, setting clear goals and providing regular feedback and support.
• Build a high-performing team that operates with agility, curiosity, and a customer-service mindset.

Other Job Functions:

• Other duties as assigned.

Required Qualifications:

Minimum Experience:

• 8+ years of progressive experience in HR, Talent Management, or Employee Experience roles.
• Demonstrated experience using Engagement Survey Tools for employee listening and experience design.

Education:

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field.
• Master’s degree in Industrial/Organizational Psychology, HR, OD, or related field is preferred.
• SHRM-SCP certification is preferred.

Knowledge, Skills and Abilities:

• Deep understanding of talent management practices and organizational development.
• Familiarity with modern employee engagement strategies and onboarding best practices
• Strong leadership and people development skills.
• Excellent written and verbal communication skills.
• High level of project and program management capability.
• Analytical skills with the ability to interpret data and translate it into actionable insights.
• Skilled in change management and process improvement.
• Ability to influence and partner with stakeholders across all levels of the organization.
• Ability to design and implement scalable, sustainable talent programs.
• Ability to balance strategic thinking with hands-on execution.

Essential Physical Functions: 

These are requirements normally expected to perform regular job duties. Incumbent must be able to successfully perform all the functions of the job with or without accommodation.  

Salary range shown is a guideline. Individual compensation packages can vary based on factors unique to each candidate, such as skill set, experience, and qualifications.