Senior Manager of Talent Management

Deepstreamtech; A distancia; MXN 1,432,000 - 1,970,000; Jornada completa

Descripción de la vacante

A global talent management company is seeking a Senior Manager for Talent Management in Mexico. This role will architect the company's global talent strategy, manage a high-impact team, and drive leadership development programs. Key responsibilities include owning talent management practices, promoting internal career growth, and ensuring inclusive learning across the organization. The ideal candidate has experience in remote program implementation and a strong background in talent management principles.

Formación

• Demonstrated success building and maintaining influential partnerships with TA and PBP teams.
• Proven ability to use workforce analytics to drive data-backed decisions.
• Deep knowledge of contemporary talent management practices.

Responsabilidades

• Architect and implement Remote’s global talent strategy.
• Lead development experiences that enhance leadership capabilities.
• Drive a scalable learning strategy that supports organizational goals.

Conocimientos

Cross-Functional Partnership

Analytical Leadership

Global/Remote Experience

Domain Expertise

Program Ownership

Leadership

Descripción del empleo

Requirements

• Cross-Functional Partnership: Demonstrated success building and maintaining strong, influential partnerships with Talent Acquisition (TA) and People Business Partner (PBP) teams to drive shared talent outcomes
• Global/Remote Experience: Demonstrated success designing and implementing global, fully remote talent programs for a dispersed workforce
• Analytical Leadership: Proven ability to use workforce analytics to frame complex organizational problems and drive data-backed decisions at the executive level
• Domain Expertise: Deep practical knowledge of contemporary talent management practices, including succession planning, career pathing, performance calibration, and adult learning principles
• Program Ownership: Proven ability to move beyond concept development to programmatic, end-to-end execution and measurement
• Leadership: Experience managing and mentoring a team, by fostering a culture of high performance and continuous improvement

What the job involves

• The Senior Manager, Talent Management, will be the architect of Remote’s global talent strategy and will be responsible for building from the ground up, a holistic and innovative strategy across Learning & Development (L&D) and Employee Experience (EX) to drive high performance, build future leaders, and enable internal mobility across Remote.
• This is a hands‑on role that will involve both strategic visionary work and also practical application and facilitation
• This role currently reports to the Chief People Officer, and will lead a small, high‑impact team and be a critical input into the systemic infrastructure of the entire employee journey
• Future Leadership Pipeline: Shape and own the company’s approach to developing future leaders, ensuring we have strong, ready‑now talent at every level
• Performance & Succession Integration: Lead Core Talent Processes: Develop and drive company‑wide talent management practices, including performance alignment, top‑talent identification, succession planning, and internal mobility
• Strengthen Leadership Capabilities: Design and guide development experiences that support leaders at all levels, ensuring they have the skills and mindset needed for the company’s growth
• Promote Internal Career Growth: Create structures and practices that encourage employees to explore career paths, grow within the company, and expand their skills
• Drive a Learning Strategy: Develop a clear, scalable learning strategy that supports business goals and builds critical capabilities across the organisation for both Individual Contributors (ICs) and People Managers. Within this, design and facilitate curated Senior Leadership programs for our Directors and above
• Deliver High‑Impact Learning: Oversee the creation and rollout of learning experiences for employees, managers, and senior leaders that strengthen performance and long‑term growth
• Embed Inclusive Learning Practices: Ensure learning and talent programs reflect principles of equity, inclusion, and belonging
• Programmatic Ownership: Own the programmatic end‑to‑end execution and success metrics for core talent programs, ensuring smooth and engaging delivery across the globe
• Employee Journey Input: Serve as the functional owner for the L&D and Talent Management input into the broader Employee Experience infrastructure. This includes defining the Comms feel and resources associated with the employee journey touchpoints under this role's purview
• Systematic Approach: Collaborate with other People Team sub‑departments to ensure a consistent, integrated, and systematic approach to the entire employee lifecycle (e.g., onboarding, performance, growth, exit)