Internal Talent Manager

Roles & Responsibilities

• Design, implement, and manage the organization's succession planning program.
• Identify high-potential employees and create individualized development plans for future leadership opportunities.
• Maintain succession plans for critical business and leadership positions.
• Monitor organizational bench strength and readiness for key positions.
• Facilitate annual talent review and succession planning sessions with senior leadership.
• Create structured career pathways across operational, leadership, and corporate functions.
• Partner with managers to identify employees ready for promotion, lateral movement, or expanded responsibilities.
• Develop career planning resources and tools that encourage employee growth and retention.
• Assess organizational skill gaps and future workforce capabilities.
• Partner with Learning & Development and Training teams to design development programs that address identified competency gaps.
• Recommend leadership development, technical training, mentoring, and coaching initiatives.
• Track employee development progress and readiness for advancement.
• Develop programs that improve employee engagement, career satisfaction, and retention.
• Analyze turnover trends and identify opportunities to improve retention of high-performing and high-potential employees.
• Partner with HR Business Partners to develop targeted retention strategies.
• Partner closely with Talent Acquisition to balance internal mobility with external recruiting strategies.
• Collaborate with HR, Operations, Training, and senior leadership to align talent initiatives with business priorities.
• Present workforce readiness, succession, and internal mobility metrics to executive leadership.
• Champion a culture of continuous development, career growth, and internal promotion.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.
• Master's degree preferred.
• 5–8 years of progressive experience in talent management, organizational development, human resources, workforce planning, or leadership development.
• Experience building succession planning and career development programs.
• Experience Supporting Large, Multi-site Organizations Preferred.
• Demonstrated experience partnering with operational leaders to develop workforce strategies.
• Experience utilizing HRIS and talent management systems to analyze workforce data, preferably Workday.