Talent Manager

Responsibilities

• Ensure talent programs align with IAT’s business strategy, culture, and future workforce needs
• Design, implement, and continuously improve enterprise talent programs including talent reviews and succession planning, performance and development frameworks, leadership and high-potential development initiatives and career pathways and internal mobility strategies
• Establish clear standards, frameworks, and success measures for talent initiatives
• Partner with HR Business Partners to understand business priorities, capability gaps and leadership needs
• Provide tools, guidance, and coaching to HRBPs and leaders to enable effective execution of talent programs within the business
• Serve as a thought partner to leaders on topics such as readiness, bench strength, and development planning
• Leverage talent data and insights (e.g., readiness metrics, internal mobility trends, engagement feedback) to inform decisions and measure impact
• Use insights to refine programs and proactively address emerging talent risks
• Partner with HR Technology & Operations to ensure talent processes are well supported by systems, data, and reporting
• Create practical, leader-friendly tools and resources that make talent programs easy to understand and use
• Act as an advocate for a strong, transparent, and development-focused talent culture
• Perform other duties as assigned

Qualifications

• Minimum of 8 years experience as a Human Resources Business Partner, including at least 5 years in a medium or large organization
• Professional Human Resources Certification
• Excellent presentation, verbal, written, and conflict resolution skills
• Strong Microsoft Office and computer skills
• Ability to represent the business’s position and needs as it relates to strategic HR planning
• Skilled in managing complex client needs and sensitive situations
• Ability to establish and maintain effective working relationships
• Ability to lead through change, adapt quickly, and promote a culture of continuous learning and development
• Uses talent analytics and insights to assess workforce trends, measure effectiveness, and guide strategy
• Skilled in coaching individuals and leaders, identifying potential, and supporting career growth and performance improvement
• Able to manage multiple priorities
• Able to mentor junior team members

Compensation

Annual gross salary range: $82,960 – $180,450

The total compensation includes a base salary, performance-based bonus opportunities, 401(k) match, profit-sharing opportunities, and more.