Senior Manager, Talent Management (Hybrid)
ROLE SUMMARY
The Senior Manager, Talent Management is a key position within T. Rowe Price’s Talent Management & Organizational Effectiveness team responsible for developing and executing strategies to strengthen the firm’s talent pipeline. If you are an innovative professional with experience leading Talent Reviews, facilitating succession planning and building talent management programs that easily scale globally, we want to hear from you!
As Senior Manager, Talent Management, you’ll partner with our Human Resources Business Partners and Business leaders to identify and develop a robust, diverse talent pipeline and maintain an enterprise pulse on global talent needs. Through analysis of talent data, you will document and present the story that illustrates our strengths and flags our areas of opportunity for our most senior leaders. You’ll accelerate the growth of senior leaders by ideating and facilitating solutions through partnership with the Leadership & Career Development and Diversity, Equity & Inclusion teams. This position follows a hybrid work model with 3 days/ week in our Baltimore office and flexibility for 2 days remote.
RESPONSIBILITIES
Consult with HRBPs and Business Unit leaders to align talent strategies with business and regional needs.
Identify common talent needs across the organization to inform strategic priorities in alignment with overarching Talent strategy. Consult with business partners on specific talent needs.
Develop and implement enterprise talent review and succession strategies based upon internal and external best practices and research.
Partner with our Business leaders, HR Business Partners, DE&I Partners, and Talent COEs to identify a diverse pipeline of leaders firmwide, within BUs and within regions.
Conduct external research and benchmarks on talent management best practices; stays current on business/industry trends.
Evaluate talent mobility impacts and costs, select vendors, and implement effective programs and tools for accelerating successor readiness.
Lead efforts to optimize operational efficiency of our processes and programs, ensuring clear accountability and documentation.
Identify data needs and metrics on overall talent health. Assess metrics to glean insights from data. Suggest actions and influence decisions based on data insights.
Partner with HR Data & Analytics team to inform reporting and dashboard needs.
Create presentations and other materials to tell a data-based story that explains impact and value to senior leadership, executives, and board of directors.
QUALIFICATIONS
Required:
8+ years of experience in a similar role with a similar scope
Experience with the strategy design, implementation, and governance of global talent processes
Experience with developing and managing programs for diverse populations such as rotation programs
Project Management experience
Demonstrated skill in rolling out processes to HR Business partners and leaders
Excellent communication & interpersonal skills - ability to effectively interact and influence at all levels and with a geographically diverse team
Proficiency in analyzing data and leveraging insights from multiple sources to develop recommendations and make decisions (e.g. Workday reports exported to Microsoft Excel)
Demonstrated ability to use data to tell stories in written form (e.g., PowerPoint)
Practical mindset to developing and rolling out processes that the business can easily adapt to
Strong knowledge of talent management best practices
Strong consultative, partnership and influencing skills
Ability to solve problems in a practical manner
Open, inclusive, and flexible mindset
Preferred:
Financial services industry experience
Familiarity/experience with Visier
FINRA Requirements
FINRA licenses are not required and will not be supported for this role.
Work Flexibility
This role is eligible for remote work up to two days a week.