Manager Talent Management

About the role

The Talent Management Manager will lead the day-to-day Talent Management Advisor function and support firm leaders on various talent matters.

Responsibilities

• Team leadership: Lead, coach, and develop the Talent Management Advisor team, including work allocation, prioritization, performance management, development planning, and consistent service delivery across the firm.
• Employee relations: Manage employee relations matters across the firm, including intake, assessment, investigation planning, documentation, resolution recommendations, and follow-through. Partner with the Director of Human Resources & Talent, internal General Counsel, and other stakeholders on matters involving legal risk, policy interpretation, investigations, separations, accommodations, performance concerns, and other sensitive employment issues.
• Leadership support: Advise partners, practice group leaders, administrative leaders, and managers on employee-related matters, leadership effectiveness, team dynamics, organizational changes, performance concerns, and talent risks. Build trusted stakeholder relationships while balancing business needs, employee experience, consistency, and defensibility.
• Performance management: Support and help administer the firm’s performance management approach, including coaching leaders on expectations, documentation, feedback, corrective action, performance improvement plans, and year-end or periodic performance processes. Identify trends and recommend proactive interventions to improve accountability and consistency.
• Succession planning: Coordinate and support succession planning practices across the firm in partnership with the Director of Human Resources & Talent, Talent leadership, firm leadership, practice leaders, and administrative leaders. Support identification of critical roles, readiness gaps, development needs, retention risks, and future leadership pipelines.
• Data and insights: Use workforce data, employee relations themes, performance trends, engagement feedback, turnover information, and other talent metrics to tell the employee story, identify risks, support decision-making, and recommend practical solutions. Partner with HRIS and Talent colleagues to strengthen reporting, dashboards, and data-informed planning.
• Talent leadership: Participate in Talent Senior Leadership Team discussions, contributing to Talent strategy, operating model improvements, process discipline, policy development, change management, and cross-functional execution across HR, Recruiting, Professional Development, and related talent functions.
• Process discipline and continuous improvement: Establish consistent practices, tools, documentation standards, escalation protocols, and advisor workflows that create a scalable, defensible, and high-quality Talent Management function.

Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required. Advanced degree, HR certification, or relevant professional certification preferred.
• Experience: 10+ years of progressive human resources, talent management, employee relations, or HR business partner experience. Demonstrated experience advising senior leaders on complex employee relations, performance management, workforce planning, organizational change, and leadership matters. Experience leading HR or Talent team members, including coaching, prioritization, workflow management, performance management, and team development. Experience conducting or overseeing employee relations reviews, investigations, documentation, corrective action, accommodations, separations, and risk-sensitive employment matters. Experience building or improving scalable HR processes, tools, reporting, and operating rhythms across a multi-office or matrixed environment. Law firm, professional services, or partnership-based organization experience preferred.
• Skills & Competencies: Strong business judgment and ability to balance employee experience, leadership needs, consistency, confidentiality, and employment risk. High credibility with senior leaders, partners, managers, attorneys, and business professionals. Strong employee relations judgment, including knowing when to decide, escalate, involve legal counsel, or recommend additional review. Ability to use data, trends, and qualitative feedback to identify workforce risks and tell a clear employee story. Strong coaching, consultation, conflict resolution, and change management skills. Process discipline and attention to documentation, consistency, confidentiality, and follow-through. Ability to manage multiple priorities and sensitive matters in a fast-paced, professional services environment. Collaborative approach and ability to work across HR, Talent, Recruiting, Professional Development, internal General Counsel, Finance, and firm leadership.
• Other: Use approved AI-enabled tools responsibly and effectively to improve quality, efficiency, and decision-making, consistent with organizational policies, confidentiality, and applicable laws.