Manager - Talent Management

POSITION TITLE:     Manager - Talent Management
REPORTS TO:     Director - Talent Management
DIRECT REPORTS:    Talent Management Support Team

POSITION SUMMARY:

The Manager of Talent Management is responsible for the design, execution, and on-going management of the core talent tools and processes that support the associate lifecycle. This role is accountable for the "how"- translating organizational objectives into functional programs, toolkits, and daily operations that enable associate growth. The Manager of Talent Management will own the end-to-end delivery and maintenance of these initiatives, ensuring they are practical, scalable, and effective across the organization. Reporting to the Director of Talent Management, this role is dedicated to the hands-on management of talent programs, from initial design through to daily administration.
RESPONSIBILITIES:

Associate Experience & Onboarding

• Develop and manage the end-to-end lifecycle of corporate recognition programs—from informal peer-to-peer initiatives and milestone celebrations to performance-based awards—partnering with Corporate Communications to ensure impactful internal visibility and engagement.
• Design, manage, and continuously evolve the corporate orientation and onboarding roadmap, developing inclusive programming that ensures every new hire feels culturally welcomed, operationally aligned, and fully equipped to contribute from day one.

Performance Management & Goal Setting

• Orchestrate the end-to-end execution of the performance management cycle for corporate groups—covering annual goal setting, mid-year check-ins, and year-end reviews—to ensure timely completion and consistent process adherence.
• Develop and maintain practical manager toolkits and performance resources that empower leaders to drive accountability and facilitate meaningful, continuous feedback conversations throughout the year.
• Standardize and promote the use of Individual Development Plans (IDPs) as actionable tools, empowering associates to proactively take ownership of their career growth and skill acquisition.

Talent Planning

• Evolve and administer the corporate succession planning framework, managing the end-to-end logistics for talent reviews across corporate and field divisions to identify bench strength and mitigate organizational risk.
• Facilitate rigorous, cross-functional talent calibration sessions, guiding leaders through the assessment process to ensure objective, data-backed evaluations of performance and potential.
• Execute follow-up action plans post-calibration by partnering with HR Business Partners to track high-potential (HiPo) development planning and ensure consistent progress on succession commitments.

Culture

• Manage the end-to-end lifecycle of the corporate engagement and pulse survey strategy—from survey administration and data synthesis to the development of actionable reports that pinpoint cultural trends for leadership.
• Collaborate with HR business partners and business unit leaders to turn survey insights into meaningful culture and retention strategies.
• Monitor and report on key culture and retention metrics to identify emerging opportunities, proactively adjusting our engagement approach to support real-time associate needs.

Strategy & Project Management

• Manage a comprehensive workload calendar, ensuring all talent initiatives are planned, sequenced, and rolled out on schedule across the organization.
• Analyze data, metrics, and associate feedback to measure program impact, proving the value of talent initiatives and identifying opportunities for continuous improvement.
• Partner cross-functionally (with HRBPs, legal, and leadership) to translate complex processes into simple, scalable toolkits that drive adoption and consistency across the organization.

QUALIFICATIONS:

Education & Experience

• Education: Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field preferred.
• Experience: 5+ years of progressive HR experience, with at least 3 years specifically dedicated to managing corporate talent programs (performance management, succession planning, or engagement).
• Industry Context: Previous experience within retail, consumer-facing, or fast-paced, high-volume environments is highly preferred.

Core Competencies

• Operational Project Management: Proven track record of managing competing priorities, maintaining detailed project calendars, and ensuring the timely, end-to-end execution of cyclical HR processes.
• Data Fluency & Synthesis: Ability to analyze raw talent data (survey results, performance metrics, participation rates) and synthesize it into actionable reports that drive decision-making and leadership action.
• Facilitation & Influence: Demonstrated ability to lead complex group discussions—such as talent calibration or change management workshops—with the confidence to guide leaders through challenging assessments.
• Process Optimization: A "continuous improvement" mindset, with the ability to identify bottlenecks in current tools or workflows and the initiative to implement practical, scalable solutions.
• Stakeholder Partnership: Experience consulting with HR Business Partners and functional leaders to translate organizational needs into functional toolkits and training resources.
• Tech-Savviness: Advanced proficiency in Google Workspace and experience with HRIS or talent management platforms (e.g., survey tools, performance management systems).

PAY/BENEFITS INFORMATION

• Actual starting pay is determined by various factors, including but not limited to relevant experience and location.
• Subject to eligibility requirements, associates may receive health care benefits (including medical, vision, and dental); wellness benefits; 401(k) retirement benefits; life and disability insurance; employee stock purchase program; paid time off; paid sick leave; and parental leave and benefits.
• Paid Time Off, paid sick leave, and holiday pay vary by job level and type, job location, employment classification (part-time or full-time / exempt or non-exempt), and years of service. For additional information, please click HERE.
• AEO may also provide discretionary bonuses and other incentives at its discretion.