Talent Manager

Perkins&Will

Job Location:

Chicago, IL - USA

Monthly Salary: $ 110000 - 145000

Posted on: 7 days ago

Vacancies: 1 Vacancy

Job Summary

The Chicago Studio Talent Manager acts as a strategic partner and trusted advisor to studio leadershipchampioning the full employee lifecycle aligning HR strategy with business goals and fostering a culture of growth and development throughout the organization.

In this dual strategic and hands-on role the Talent Manager ensures thatpeopleprograms and processes enhance the studios performance and culture. This includes translating firmwide HR and L&D strategies into local action guiding leaders on organizational priorities and supporting an inclusiveequitable and high-performing environment.

Key Responsibilities

Strategic HR Partnership & Lifecycle Ownership

Serve as the primary HR business partner for the studioowning all aspects of the employee lifecycle from attraction and onboarding through development retention and offboarding.

Partner with studio and practice leadership to translate businessobjectivesinto actionablepeoplestrategies and workforce plans.

Advise onorganization design talent deployment and succession planning to strengthen leadership pipelines and long-term capability.

Partner closely withthe firmwide teamto ensure local implementation aligns withfirmwidestrategy and standards.

Learning & Development Execution (Firmwide Programs)

Act as the local executor of firmwide Learning & Development strategyensuring consistent delivery of training professional development and leadership programs created by thefirmwideL&D team.

Coordinate the rollout of manager training leadership pathways mentorship programs and onboarding experiences.

Promote participation and track outcomes to reinforce a culture of growth and development linking learning efforts to performance and retention goals.

Talent Operations & Employee Experience

Lead daily HR operations including recruitment onboarding compensation guidance benefits support career pathing performance management recognition and recordkeeping.

Serve as a trusted resource to employees and leaderscoaching onfeedback communication and navigating complex or sensitive issues.

Champion fairness consistency and inclusivity across allpeopleprocesses; actively support firmwide J.E.D.I. (Justice Equity Diversity & Inclusion) goals.

Ensure compliance with employment legislation and company policy; escalate issues to Corporate HR as appropriate.

Talent Acquisition & Employer Branding

Manage the full recruitment cycle: define needs with leaders source and interview candidates negotiate offers and onboard new hires effectively.

Partner with Communications and leadership to strengthen the studios employer brand highlighting our people and culture to attract top talent.

Build diverse candidate pipelines and promoteequitablehiring practices across disciplines and studios.

Data Systems & Policy

Maintain data accuracy within HRIS systems; generate and analyze reports on turnover hiring learning participation and engagement.

Use insights toidentifytrends opportunities and solutions for leadership action.

Partner withfirmwideHR to operationalize firmwide policies and ensure compliance across regions and offices.

Core Competencies

Strategic mindset and business acumen

Full lifecycle ownership and integrated HR thinking

Growth mindset and commitment to continuous learning

Strong interpersonal facilitation and coaching skills

Excellent written and verbal communication

Comfort navigating ambiguity and complex issues

High emotional intelligence discretion and integrity

Technical Skills & Tools

Proficiencyin Microsoft Office Suite (including Teams)

Experience with UKG Pro or equivalent HRIS platforms

Familiarity withDeltekVision and Cognos BI preferred

Experience using LMS platforms and analytics dashboards

Education & Credentials

Bachelors degree in Human Resources Business Organizational Psychology or related field

SHRM-CP SHRM-SCP PHR or SPHR credential strongly preferred

10 years of progressive HR or HRBP experience within professional services architecture design or related creative industries

We foster a culture that is diverse and inclusive and strive for pay practices that are fair and competitive and reflect our commitment to pay equity. Our compensation decisions include but are not limited to a candidates qualifications including skill sets education experience and training licensure and certifications credentials if applicable and business-related factors. This practice extends to all employees including performance considerations for merit increases job promotions and transfer opportunities. We additionally review our pay practices; conduct pay equity audits and ensure our managers are trained in our pay practices on an annual basis. At the time of posting this job advertisement the annual pay range for this position is between $110000 - $145000 commensurate with qualifications

*Equal Employment Opportunity Statement

Perkins&Will has established and adopted an Equal Employment Opportunity Employment policy (EEO) which is part of the Companys Human Resources Policy. The purpose of this EEO policy is to ensure that all employment decisions are made on a non-discriminatory basis and without regard to sex race color age national origin religion disability genetic information marital status sexual orientation gender identity or expression gender reassignment citizenship pregnancy or maternity veteran status or any other status protected by applicable national federal state or local some cases local laws and regulations may provide greater protections than those outlined here and employees will be covered by the laws of their local jurisdiction.

Pay Transparency Nondiscrimination Provision

Perkins&Will will not discharge or in any other manner discriminate against employees or applicants because they have inquired about discussed or disclosed their own pay or the pay of another employee or applicant. However employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information unless the disclosure is (a) in response to a formal complaint or charge (b) in furtherance of an investigation proceeding hearing or action including an investigation conducted by the employer or (c) consistent with the contractors legal duty to furnish information.

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Required Experience:

Manager