Senior Manager, Talent Management and Development

About the role

The Senior Manager, Talent Management and Development is responsible for designing, implementing, and leading enterprise-wide talent management strategies that drive organizational capability and business performance.

Responsibilities

• Design and implement comprehensive talent management strategies and programs that align with business objectives and support organizational growth and transformation
• Lead succession planning processes across all levels of the organization, identifying high-potential talent and developing robust leadership pipelines to ensure business continuity
• Partner with senior executives and business leaders to assess organizational capability gaps and develop targeted solutions to address current and future talent needs
• Oversee the design and execution of leadership development programs, including executive coaching, mentoring initiatives, and accelerated development experiences for high-potential employees
• Drive the performance management cycle, including goal-setting frameworks, continuous feedback mechanisms, and calibration processes to ensure consistency and fairness across the organization
• Create and implement career pathing frameworks and internal mobility programs that enable employees to navigate growth opportunities and build critical capabilities
• Develop and manage talent analytics and reporting systems to provide data-driven insights on talent health, mobility, retention risks, and development progress to inform strategic decisions
• Manage relationships with external vendors, consultants, and learning partners to deliver best-in-class talent solutions while optimizing budget and resource allocation
• Collaborate with HR Business Partners to integrate talent management practices into business operations and ensure consistent application across diverse business units
• Mentor and develop talent management team members, fostering a culture of innovation, collaboration, and excellence in program delivery

Requirements

• Education: Bachelor’s degree required in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business Administration, or related field; Master’s degree preferred
• Years of Relevant Work Experience: 5+ years
• Years of Management Experience: 3+

Qualifications

• Specific Knowledge and Skills: Deep expertise in talent management disciplines including succession planning, leadership development, performance management, career development, and employee engagement strategies; advanced proficiency with talent management systems and HR technology platforms, with ability to leverage data analytics for strategic workforce planning and decision-making; exceptional strategic thinking and business acumen with ability to translate business needs into effective talent solutions that drive measurable results; strong project management capabilities including ability to manage multiple complex initiatives simultaneously while meeting deadlines and maintaining quality standards; outstanding communication skills, both written and verbal, with ability to present complex information clearly to diverse audiences at all organizational levels; proven change management expertise with ability to drive adoption of new programs and overcome resistance through effective stakeholder engagement; strong analytical and problem-solving skills with ability to synthesize data, identify trends, and develop actionable insights and recommendations; experience with organizational design, and talent assessment methodologies including 9-box talent reviews; demonstrated ability to work effectively in ambiguous environments, adapting approaches based on evolving business needs and organizational priorities; collaborative leadership style with ability to build strong cross-functional partnerships and work effectively across organizational boundaries

Skills

• Professional certifications such as SHRM-SCP, SPHR, or DDI/CEB certifications preferred

Benefits

7-Eleven in good faith believes is the range of compensation for this role at the time of this posting. The Company may ultimately pay more or less than the posted range. This range is only applicable for jobs to be performed in this state. This range may be modified in the future. No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, long-term incentive compensation, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Pay

No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, long-term incentive compensation, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

Schedule

No amount is considered to be wages or compensation until such amount is earned, vested, and determinable under the terms and conditions of the applicable policies and plans. The amount and availability of any bonus, commission, long-term incentive compensation, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.