Internal Talent Manager

Jobtailor; California (MO); On-site; USD 90,000 - 130,000; Full time

Job summary

Jobtailor is seeking an Internal Talent Manager to drive our long-term talent strategy. You will build internal talent pipelines, promote career growth, and strengthen succession readiness across multiple sites and functions.

Responsibilities include designing and managing succession programs, identifying high-potential employees, and partnering with HR, L&D, and leadership to close skills gaps. Lead annual talent reviews and create clear career pathways to retain top talent.

Qualifications

• Bachelor's degree in HR, business, organizational development, psychology, or related field.
• Master's degree preferred.
• 5–8 years of progressive experience in talent management, organizational development, human resources, workforce planning, or leadership development.
• Experience building succession planning and career development programs.
• Experience supporting large, multi-site organizations preferred.
• Demonstrated experience partnering with operational leaders to develop workforce strategies.
• Experience utilizing HRIS and talent management systems to analyze workforce data, preferably Workday.
• A combination of education, professional certifications, and progressively responsible experience that provides the knowledge, skills, and abilities necessary to successfully perform the essential duties of the position may be considered in lieu of a degree.

Responsibilities

• Develop internal talent pipelines and promote career growth.
• Design, implement, and manage succession planning program.
• Identify high-potential employees and create individualized development plans.
• Maintain succession plans for critical business and leadership positions.
• Monitor organizational bench strength and readiness for key positions.
• Facilitate annual talent review and succession planning sessions with senior leadership.
• Create structured career pathways across operational, leadership, and corporate functions.
• Partner with managers to identify employees ready for promotion, lateral movement, or expanded responsibilities.
• Develop career planning resources and tools that encourage employee growth and retention.
• Assess organizational skill gaps and future workforce capabilities.
• Partner with Learning & Development and Training teams to design development programs that address identified competency gaps.
• Recommend leadership development, technical training, mentoring, and coaching initiatives.
• Track employee development progress and readiness for advancement.
• Develop programs that improve employee engagement, career satisfaction, and retention.
• Analyze turnover trends and identify opportunities to improve retention of high-performing and high-potential employees.
• Partner with HR Business Partners to develop targeted retention strategies.
• Partner closely with Talent Acquisition to balance internal mobility with external recruiting strategies.
• Collaborate with HR, Operations, Training, and senior leadership to align talent initiatives with business priorities.
• Present workforce readiness, succession, and internal mobility metrics to executive leadership.
• Champion a culture of continuous development, career growth, and internal promotion.

Skills

Talent management

Organizational development

Workforce planning

Leadership development

Succession planning

HR analytics

Stakeholder management

Education

Bachelor's degree in HR / Business / Organizational Development / Psychology

Master's degree preferred

Tools

Workday

Job description

Responsibilities

• The Internal Talent Manager plays a key role in supporting the organization's long-term talent strategy by developing internal talent pipelines, promoting career growth, and strengthening succession readiness.
• Design, implement, and manage the organization's succession planning program.
• Identify high-potential employees and create individualized development plans for future leadership opportunities.
• Maintain succession plans for critical business and leadership positions.
• Monitor organizational bench strength and readiness for key positions.
• Facilitate annual talent review and succession planning sessions with senior leadership.
• Create structured career pathways across operational, leadership, and corporate functions.
• Partner with managers to identify employees ready for promotion, lateral movement, or expanded responsibilities.
• Develop career planning resources and tools that encourage employee growth and retention.
• Assess organizational skill gaps and future workforce capabilities.
• Partner with Learning & Development and Training teams to design development programs that address identified competency gaps.
• Recommend leadership development, technical training, mentoring, and coaching initiatives.
• Track employee development progress and readiness for advancement.
• Develop programs that improve employee engagement, career satisfaction, and retention.
• Analyze turnover trends and identify opportunities to improve retention of high-performing and high-potential employees.
• Partner with HR Business Partners to develop targeted retention strategies.
• Partner closely with Talent Acquisition to balance internal mobility with external recruiting strategies.
• Collaborate with HR, Operations, Training, and senior leadership to align talent initiatives with business priorities.
• Present workforce readiness, succession, and internal mobility metrics to executive leadership.
• Champion a culture of continuous development, career growth, and internal promotion.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.
• Master's degree preferred.
• 5–8 years of progressive experience in talent management, organizational development, human resources, workforce planning, or leadership development.
• Experience building succession planning and career development programs.
• Experience supporting large, multi-site organizations preferred.
• Demonstrated experience partnering with operational leaders to develop workforce strategies.
• Experience utilizing HRIS and talent management systems to analyze workforce data, preferably Workday.
• A combination of education, professional certifications, and progressively responsible experience that provides the knowledge, skills, and abilities necessary to successfully perform the essential duties of the position may be considered in lieu of a degree.