Sr. Manager, Talent Strategy & Operations (Manufacturing)

The Senior Manager, Talent Strategy & Operations leads the design, execution, and continuous improvement of how Talent programs and processes operate across the company. This role creates common ways of working across Talent Management and Leadership Development, ensuring programs are connected, consistent, scalable, and supported by meaningful data and insights.

Working closely with the Global Talent Management Leader, this role turns Talent strategy into practical processes, tools, communications, measures, and implementation plans. The role leads the day-to-day operations of the Talent portfolio, manages key vendors and resources, and helps Talent teams deliver programs consistently across the enterprise.

This role brings expertise in how people and organizations work, using research, employee feedback, survey methodology, and data to improve Talent practices and the employee and leader experience.

This position is based on-site at our Corporate Headquarters in St. Petersburg, FL.

Talent Strategy & Program Design

• Lead the design and continuous improvement of enterprise Talent processes, ensuring they are practical, scalable, and aligned with business needs.

• Own the lifecycle of Talent programs from design and implementation through adoption, measurement, and continuous improvement.

• Turn Talent strategy into practical processes, tools, communications, and resources that enable consistent execution across the enterprise.

• Apply research, employee feedback, and data to strengthen Talent practices and improve the employee and leader experience.

Talent Operations & Portfolio Integration

• Create common ways of working across Talent Management and Leadership Development programs, including communications, nominations, reporting, implementation, and participant experience.

• Lead the day-to-day operations of the Talent portfolio, including annual planning, operating rhythm, vendors, budgets, technology, and operational readiness.

• Connect Talent, Learning, Skills, technology, and reporting to deliver one integrated Talent experience across the enterprise.

• Serve as a trusted operational partner to the Global Talent Management Leader, enabling consistent execution and reducing operational complexity across the Talent function.

Talent Insights & Continuous Improvement

• Lead the employee listening strategy, including survey methodology, organizational feedback, and Talent measurement.

• Define and oversee Talent metrics, dashboards, scorecards, and reporting that provide meaningful insights across the Talent portfolio.

• Partner with People Analytics and HR Technology to ensure reliable data, actionable insights, and consistent reporting.

• Use research, employee feedback, and analytics to identify trends and continuously improve Talent practices, program effectiveness, and business outcomes.

• Talent programs operate through common ways of working and provide a consistent enterprise experience.

• Talent Management and Leadership Development programs are connected, scalable, and easy to navigate.

• Employee feedback, Talent insights, and data drive continuous improvement and better business decisions.

• Talent reporting is consistent, meaningful, and supports enterprise decision-making.

• Talent Operations enable COEs and Talent Partners to execute efficiently and consistently.

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Business, or a related field; Master's degree preferred.

• 10-12+ years of progressive experience in Talent Management, Organizational Development, Leadership Development, Organizational Effectiveness, or a related Talent COE role.

• Experience in a manufacturing environment or similar industry.

• Experience designing and improving enterprise Talent processes within a complex, global organization.

• Expertise in employee listening, survey methodology, Talent measurement, analytics, and continuous improvement.

• Experience leading employees, contractors, or project teams (will lead a team of at least 2-3).

• Strong analytical, program management, communication, and vendor management skills.

• Demonstrated success leading cross-functional and global initiatives and influencing without direct authority.