Company
Technology
TalentManagementSrManager
Neural analysis suggests this role is
optimal for Manager candidates.
“Talent Management Sr Manager. Skills: Executive development, Leadership assessment, Succession planning, Talent analytics. Lead design of executive development programs. Lead execution of executive development programs”
What You'll Achieve.
Measure program effectiveness; Measure program ROI
Industry & Context.
Translating data into insights
What They're Looking For.
Must Have
Expertise in executive development, Expertise in leadership assessment, Expertise in succession planning, Engaging with senior stakeholders globally, Translating psychological data, Translating talent data, Analytical capabilities, Deep credibility in leadership development, Deep credibility in executive coaching, Ph. D. in Industrial-Organizational Psychology, Ph. D. in Applied Psychology, 3–5 years of experience in executive development, 3–5 years of experience in executive assessment, 3–5 years of experience in coaching, 3–5 years of experience in succession planning, 2–3 years managing enterprise-level talent development, 2–3 years managing enterprise-level coaching programs, Experience managing external vendors, Experience managing executive development program ecosystems, Ability to design talent management systems, Ability to administer talent management systems, Ability to evaluate talent management systems, Ability to design talent management processes, Ability to administer talent management processes, Ability to evaluate talent management processes
Nice to Have
ICF certification, Psychometric assessment certifications (Hogan, OPQ, DISC, Insights), Skills in talent analytics, Skills in research, Skills in reporting, Skills in executive-level storytelling
What You'll Do.
Lead design of executive development programs
Lead execution of executive development programs
Lead continuous improvement of executive development programs
Lead design of assessment programs
Lead execution of assessment programs
Lead continuous improvement of assessment programs
Lead design of succession planning programs
Lead execution of succession planning programs
Lead continuous improvement of succession planning programs
Serve as trusted advisor to senior executives
Serve as coach to senior executives
Serve as facilitator to senior executives
Support individual development plans
Support leadership transitions
Support capability-building initiatives
Manage executive assessment processes
Manage coaching engagements
Partner with HR leaders
Partner with Talent Acquisition leaders
Partner with senior business leaders
Identify leadership gaps
Define development solutions
Strengthen succession pipelines
Develop executive-level reports
Develop research insights
Develop talent analytics
Oversee integration of talent systems
Oversee integration of talent tools
Ensure seamless data flow
Ensure reporting capabilities
Ensure dashboarding for executive talent management
How You'll Work.
Team & Collaboration
Partner with HR; Partner with Talent Acquisition; Partner with senior business leaders; Collaboration with external vendors; Collaboration with psychological assessment partners
Communication Scope
Executive-level storytelling; Reporting
Full Job Description
## Accountabilities Lead the design, execution, and continuous improvement of enterprise executive development, assessment, and succession planning programs aligned with global talent strategy. Serve as a trusted advisor, coach, and facilitator to senior executives, supporting individual development plans, leadership transitions, and capability-building initiatives. Manage executive assessment processes and coaching engagements, including collaboration with external vendors and psychological assessment partners. Partner with HR, Talent Acquisition, and senior business leaders to identify leadership gaps, define development solutions, and strengthen succession pipelines across the organization. Develop executive-level reports, research insights, and talent analytics to support decision-making and measure program effectiveness and ROI. Oversee integration of talent systems and tools, ensuring seamless data flow, reporting capabilities, and dashboarding for executive talent management processes. Requirements You bring strong expertise in executive development, leadership assessment, and succession planning within large, complex organizations. You are confident engaging with senior and C-suite stakeholders globally and are comfortable translating psychological and talent data into actionable business insights. You combine strong analytical capabilities with deep credibility in leadership development and executive coaching environments. Ph.D. in Industrial-Organizational Psychology, Applied Psychology, or related field required 3–5 years of experience in executive development, executive assessment, coaching, or succession planning 2–3 years of experience managing enterprise-level talent development or coaching programs in large multinational organizations Strong experience working with senior and executive-level stakeholders globally ICF certification and/or psychometric assessment certifications (Hogan, OPQ, DISC, Insights) preferred Strong skills in talent analytics, r
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