Sr. Manager – Talent Lifecycle Programs – Career & Talent Planning
| Company | GAP |
|---|---|
| Location | San Francisco, CA, USA |
| Salary | $Not Provided – $Not Provided |
| Type | Full-Time |
| Degrees | |
| Experience Level | Senior |
Requirements
- 5-7 years of experience in talent management, succession planning, or organizational development.
- Strong project management and collaboration skills, with experience in matrixed environments.
- In depth expertise in career development and talent assessment frameworks.
- Ability to partner effectively with HR professionals and business leaders.
Responsibilities
- Develop and refine the organization’s Career Philosophy and Talent Planning programs/practices to align with business priorities and workforce strategies.
- Partner with Talent Partners and Employee Experience Team to ensure seamless activation and delivery of programs to the broader organization.
- Conduct Train-the-Trainer (T3) sessions for Talent Partners and other partners and leaders to equip them with tools and resources for effective delivery.
- Collaborate with stakeholders to design and implement enterprise-wide Career Philosophy and tools that support employee growth and mobility.
- Collaborate with Learning Design teams, as needed, to create career development tools and resources for managers and employees.
- Partner with Inclusion & Belonging to ensure career philosophy initiatives are inclusive, scalable, and adaptable to diverse functions and levels.
- Oversee the design of talent review and succession planning frameworks, identifying critical roles and developing robust pipelines for key positions.
- Partner with Talent Partners to support the identification and development of high-potential talent through tailored assessments and development plans.
- Collaborate with Learning Design teams to support high-potential curricula and targeted leadership development programs.
- Track program adoption and effectiveness through data and feedback, using insights to inform improvements.
- Monitor key metrics, including internal mobility, talent pool readiness, and program ROI, to ensure alignment with organizational goals.
Preferred Qualifications
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No preferred qualifications provided.