Talent and Management Manager

The Performance & Talent Management Specialist / Talent Analyst plays a critical role in enabling data-driven talent strategies and executing core performance and talent management initiatives. You will align performance management processes with succession planning leadership development and career framework implementation ensuring a connected and strategic approach to talent review and development.

By delivering actionable insights building dashboards managing talent data and producing high-quality presentations the role ensures talent initiatives are measurable aligned with business priorities and executed to a high addition you will collaborate and participate with communication and facilitation and stakeholder engagement efforts while overseeing budgets and vendor contracts. Working closely with Talent Management HRBPs managers and business leaders you will drive employee engagement organizational effectiveness and informed decision-making across the enterprise.

Main Responsibilities:

• Partner with the Talent Management colleagues to support key people initiatives.
• Use data and insights to proactively identify future areas of focus and inform decision-making.
• Act as data custodian ensuring accuracy and integrity of talent data across Talent/People systems
• Maintain talent data including reporting development assessments and succession planning frameworks.
• Maintain and track budgets for talent .  Own PR/PO management ensuring purchase requests (PRs) and purchase orders (POs) are created and aligned to budget allocations
• Oversee vendor and contract management ensuring contract renewals are tracked invoices are processed accurately and on time and financial discrepancies are resolved efficiently.
• Provide project management support for talent management initiatives.
• Ensure rigorous governance and ethical handling of sensitive personal and demographic data in line with legal and organisational standards.

Current focus areas include:

• Succession planning and leadership development.
• Talent analytics and insights to drive strategic decisions.
• NA region specific project management support for development programs.
• Strengthening the use of analytics across the employee lifecycle.
• Career Framework Implementation & Execution
• Manage the Product Development and Product Management Job Family rollouts ensuring HRBPs and managers engage in implementation.
• Enforce consistency in employee mapping across NA and global frameworks identifying and resolving discrepancies.
• Develop and manage career framework communications ensuring HRBPs and employees understand and leverage career progression tools.
• Oversee the adoption of the Career Resource Initiative ensuring career guidance materials are accessible and effectively utilized.

Budget & Contract Management

• Own PR/PO management ensuring purchase requests (PRs) and purchase orders (POs) are created and aligned with budget allocations.
• Proactively track and analyze monthly spend against budget identifying anomalies and addressing discrepancies.
• Oversee vendor and contract management ensuring contract renewals are tracked invoices are processed accurately and on time and financial discrepancies are resolved efficiently.

Talent Review & Succession Planning Execution

• Own the tracking and reporting of Succession process ensuring all succession planning documentation and Elevate Talent system updates are current.
• Strengthen the Talent Rating Validation Process ensuring alignment between talent ratings and performance data across business units.
• Drive execution of quarterly talent actions maintaining consistency across business units and ensuring leaders take appropriate follow-up actions.

Qualifications :

• HR Talent or Learning & Development experience who excels in communication stakeholder management and execution of performance and career development initiatives.
• Strategic and detail-oriented comfortable working with HR systems and data and capable of leading change efforts in performance management and career frameworks.

Key Skills:

• Project Management & Execution Ability to manage multiple talent initiatives simultaneously ensuring timely execution and alignment with business needs.
• Communication & Facilitation Strong written and verbal communication skills to develop and deliver training materials facilitate webinars and create compelling messages for various audiences.
• Stakeholder Engagement & Collaboration Ability to work effectively with HRBPs business leaders and employees to drive performance and talent initiatives.
• Data Analytics & Reporting Experience tracking and analyzing performance data talent ratings and career progression metrics to inform decision-making.
• Budget & Contract Management Understanding of financial processes including PR/PO management vendor contracts and budget tracking.
• Technology & System Proficiency Familiarity with performance management tools (e.g. calibration tools talent review systems) and HR technology platforms.
• Performance Management Expertise Knowledge of performance management processes including goal setting talent ratings calibration and feedback mechanisms.
• Talent & Career Development Knowledge Knowledge of talent review succession planning and career framework implementation particularly in a global organization.

Key Behaviors:

• Proactive & Solution-Oriented Anticipates challenges proposes solutions and continuously improves processes.
• Strong Facilitation Skills Ability to guide managers and employees in developing performance and career growth capabilities.
• Adaptability & Change Agility Thrives in evolving environments particularly in modernizing performance management and career frameworks.
• Influencing & Relationship-Building Effectively partners with HRBPs and leaders to drive adoption and engagement in talent processes.
• Detail-Oriented & Organized Ensures accuracy in performance tracking talent documentation and financial oversight.
• Strategic Thinking Ability to align performance and talent strategies with broader business objectives.
• Growth Mindset & Continuous Learning Demonstrates a commitment to improving talent strategies and staying current with industry best practices.

Additional Information :

Our uniqueness is that we celebrate yours. Experians culture and people are important differentiators. We take our people agenda very seriously and focus on what matters; DEI work/life balance development authenticity collaboration wellness reward & recognition volunteering... the list goes on. Experians people first approach is award-winning; Worlds Best Workplaces 2024 (Fortune Top 25) Great Place To Work in 24 countries and Glassdoor Best Places to Work 2024 to name a few. Check out Experian Life on social or our Careers Site to understand why.

Experian is proud to be an Equal Opportunity and Affirmative Action employer. Innovation is an important part of Experians DNA and practices and our diverse workforce drives our success. Everyone can succeed at Experian and bring their whole self to work irrespective of their gender ethnicity religion colour sexuality physical ability or age. If you have a disability or special need that requires accommodation please let us know at the earliest opportunity.

Remote Work :

No

Employment Type :

Full-time