Manager, Talent Management

Job Title Manager, Talent Management Job Description Summary The HR Manager, Talent Programs & Strategic Initiatives is responsible for leading the execution, governance, and reporting of key people programs and functional strategic objectives. This role partners closely with business leaders, People Partners, Talent Management, and Operations teams to ensure strategic priorities are executed on schedule, progress is measured, risks are identified, and outcomes are achieved. The role also owns the coordination and administration of core talent processes, including talent reviews, succession planning, performance management, development planning, and leadership pipeline initiatives.

Strategic Objective Management Serve as program manager for annual strategic objectives and initiatives. Establish governance, project plans, milestones, and reporting mechanisms for strategic priorities. Track progress against goals, deliverables, and key performance indicators. Facilitate working groups and cross-functional project teams to drive execution. Develop executive-level leadership updates to document outcomes. Talent Management Leadership Manage the annual talent management calendar and associated deliverables. Facilitate talent review processes, calibration sessions, and talent discussions in partnership with the People Team. Coordinate succession planning activities and readiness assessments for critical roles. Drive Individual Development Plan implementation and tracking. Performance Management Oversee annual and mid-year performance management cycles. Coordinate goal setting, self-evaluations, manager assessments, and calibration activities. Monitor completion rates and drive compliance with timelines.

Bachelor’s degree in Human Resources, Business, Organizational Development, or related field. 5+ years of HR, Talent Management, Workforce Planning, Program Management, or related experience. Experience leading enterprise-wide projects and strategic initiatives. Strong analytical, project management, and executive communication skills. Advanced proficiency with Workday, Power BI, Excel, or related tools. Success Measures Strategic objective completion and milestone achievement. Talent review and succession planning completion rates. Critical role succession coverage. Performance management cycle compliance.

Bachelor’s degree in human resources, Business Administration, or a related field. Minimum of 5 years of experience in workforce planning, HR, or a related role. Strong analytical skills and experience with data analysis tools. Excellent communication and interpersonal skills. Proven ability to develop and implement employee experience programs. Knowledge of compensation analysis and best practices.

Master’s degree in human resources, Business Administration, or a related field. Certification in HR or workforce planning (e.g., SHRM-CP, SHRM-SCP). Experience in consulting or client-facing role.

Competitive salary and benefits package. Opportunities for professional development and growth. A supportive and inclusive work environment. Cushman & Wakefield also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health, vision, and dental insurance, flexible spending accounts, health savings accounts, retirement savings plans, life, and disability insurance programs, and paid and unpaid time away from work. In addition to a comprehensive benefits package, Cushman and Wakefield provide eligible employees with competitive pay, which may vary depending on eligibility factors such as geographic location, date of hire, total hours worked, job type, business line, and applicability of collective bargaining agreements. The compensation that will be offered to the successful candidate will depend on factors such as whether the position is covered by a collective bargaining agreement, the