Senior Manager - Talent Development

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The Sr. Manager, Talent Planning & Performance leads a team and owns the overall, design, execution, and continuous improvement of SCI's core talent programs: performance management, talent reviews and succession planning, high-potential identification, career development, competency and skills management, and mentorship. The role shapes forward-thinking recommendations and frameworks that inform enterprise Talent strategy, while personally driving the day-to-day execution, governance, and stakeholder experience that make those programs impactful. It also serves as the functional lead for talent capabilities in Workday and connects talent programs across Talent Development, HR Business Partners, Workforce Planning, and HR Technology.

SPECIFIC RESPONSIBILITIES

Team Leadership & Management

• Set the team's short- and long-term goals in support of department and company objectives and communicate their business impact to senior stakeholders.

• Lead, coach, and develop a team of Talent professionals, providing feedback, workload allocation, and clear standards for program design and delivery.

• Build a collaborative, service-oriented team culture focused on quality, continuous improvement and impact.

Talent Strategy, Governance & Stakeholder Partnership

• Own project management and execution of assigned Talent programs while contributing innovative, subject-matter expertise and recommendations that shape the enterprise Talent strategy.

• Make execution decisions within approved frameworks, budgets, and standards; escalate strategic trade-offs to senior leadership.

• Advise and influence senior leaders through data, insights, and recommendations that support talent discussions and decisions.

• Build and sustain partnerships across Learning & Development, Recruiting, HR Business Partners, Compensation, and HR Technology, connecting programs to broader business strategy and bringing in external best practices.

Performance Management

• Own the annual performance cycle tools, communications, training, timelines, and calibration support and adapt it as organizational needs evolve.

• Partner with and influence HR Business Partners and business leaders to keep the process results-oriented, current, and effective.

Succession Planning, Talent Reviews & Leadership Pipelines

• Manage and execute enterprise talent-review and succession planning processes, partnering with HR and business leaders to drive consistency, calibration, and actionable outcomes.

• Track pipeline health for critical and leadership roles, using data to surface talent gaps, risks, and bench-strength opportunities, and partner with leaders on actions to strengthen internal talent supply.

• Connect recruitment and talent development by surfacing internal candidates for critical and leadership roles.

High-Potential Talent Identification

• Manage identification, tracking, and differentiation of high-potential talent using established frameworks, partnering with business leaders and Learning & Development on assessment and development follow-up.

Organization Effectiveness

• Partner and support HR Business Partners on opportunities to enhance team and organization performance.

Career Planning, Progression and Development

• Build frameworks and tools that support career development, clarify career paths, progression expectations, and development requirements.

• Align career programs with competency models in partnership with Learning & Development, and champion career ownership across the organization.

Competency & Skills Management

• Manage and evolve SCI's Success Behavior (Competency) and Skills framework, including model maintenance, assessment support, and skills data integrity.

Mentor Program

• Manage SCI's mentorship programs end to end including design, matching, communications, participant experience and drive ongoing improvements.

Technology & Analytics (Workday Talent Oversight)

• Serve as functional lead and SME for Workday's performance, talent, and succession modules, partnering with HR Technology on impact and enhancements, including AI functionality and testing.

• Deliver dashboards, metrics, and insights that inform talent decisions and workforce strategy.

EDUCATION/EXPERIENCE/MINIMUM REQUIREMENTS

Education:

• Bachelor's degree in Human Resources Management/Development, Industrial-Organizational (I-O) Psychology, Organizational Development/Leadership, Business, or a related program.

Experience:

• Eight (8) years of progressive experience designing, developing, and facilitating talent management activities, with a strong focus on performance management, succession planning, talent reviews, high-potential identification, and career development.

• Four (4) years of experience managing others.

• Two (2) years of hands-on experience with Workday or related HCM systems.

Knowledge, Skills & Abilities:

• Ability to communicate and build influential partnerships effectively at all levels.

• Proven success balancing strategic recommendations with hands-on execution of enterprise-wide talent initiatives.

• Excellent leadership, interpersonal, and presentation/facilitation skills.

• Ability to work through others to accomplish goals, with proven conflict resolution and problem-solving ability.

• Experience using assessments and/or models to identify and drive key actions.

• Strong analytical skills with the ability to translate data into actionable insights.

Postal Code: 77019Category (Portal Searching): Human ResourcesJob Location: US-TX - Houston