Senior Manager, Talent Management

What the Senior Manager, Talent Management Does Each Day

• Develop and execute an enterprise talent management strategy aligned with Quva's business priorities and workforce needs
• Partner with Human Resources, functional leaders, and site leadership to assess organizational capability, development priorities, and future talent needs
• Lead workforce planning processes focused on critical skills, capability gaps, internal mobility, and organizational readiness
• Design and implement supervisor, manager, and leadership development programs that strengthen the capabilities of current and future leaders
• Lead strategic learning initiatives, including new employee orientation, leadership development, change management, interpersonal effectiveness, and performance management
• Manage the performance management cycle, including goal setting, coaching expectations, calibration support, performance improvement practices, and ongoing process enhancements
• Develop and facilitate talent review and succession planning processes that identify critical roles, assess bench strength, and support development of internal talent
• Lead the annual employee engagement survey and translate results into actionable plans with clear accountability and progress measures
• Collaborate with Human Resources and business leaders to develop employee engagement and retention strategies that support a positive, inclusive, and accountable work environment
• Establish measures of effectiveness for talent programs and maintain dashboards and reporting that support data-driven decisions
• Lead or develop members of the talent management and learning function, as assigned, and coordinate external partners supporting talent programs
• Ensure talent management programs are consistently implemented across locations while accounting for operational, regulatory, and functional requirements

Our Most Successful Senior Manager, Talent Management has / is

• Ability to translate business priorities into practical talent, learning, performance, and succession strategies
• Strong program and project management skills, with the ability to manage multiple enterprise initiatives simultaneously
• Strategic thinking with the ability to connect programs, communications, and processes into a cohesive employee experience
• Demonstrated experience building and managing leadership development, performance management, succession planning, and employee engagement programs
• Strong facilitation, coaching, communication, and relationship-building skills across all organizational levels
• Ability to influence stakeholders, lead change, and drive consistent adoption across functions and locations
• Proficiency with learning management systems, performance management platforms, talent analytics, and reporting tools
• Sound judgment and discretion when handling confidential employee and organizational information

Minimum Qualifications for this Role

• Bachelor's degree in Human Resources, Organizational Development, Business, Education, or a related field
• Minimum of 8 years of progressive experience in talent management, learning and development, organizational development, performance management, or a related discipline, including at least 3 years leading programs, projects, or teams
• Demonstrated experience designing and implementing enterprise talent management initiatives in a multi-site organization

Any of the following will give you an edge

• Experience in pharmaceutical manufacturing, life sciences, healthcare, or another regulated industry
• Professional certification such as SHRM-SCP, SPHR, CPTD, or an equivalent credential
• Master's Degree