Manager - Talent Management

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Pittsburgh (Allegheny County)

On-site

USD 95,000 - 118,000

Full time

11 days ago

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Benefits offered by this job

Health benefits

401(k)

Stock purchase plan

Paid time off

Job summary

American Eagle Outfitters, Inc. in Pittsburgh is seeking a Manager of Talent Management to design, deliver, and manage core talent tools that support the associate lifecycle.

You will translate organizational objectives into practical programs and day-to-day operations that enable growth. Reporting to the Director of Talent Management, this hands-on role leads onboarding, performance management, succession planning, and engagement initiatives across the enterprise, ensuring scalable, data-driven

Qualifications

Bachelor’s degree in HR, OD, or related field.
5+ years of progressive HR experience with at least 3 years managing corporate talent programs.
Experience in retail, consumer-facing, or fast-paced environments preferred.

Responsibilities

Design and manage end-to-end talent programs for onboarding, performance, and engagement.
Develop manager toolkits and performance resources for accountability.
Standardize IDPs to support career growth.
Lead succession planning across corporate and field divisions.
Facilitate talent calibration sessions with data-backed evaluations.
Translate insights into scalable toolkits and training resources.

Skills

Operational Project Management

Data Fluency & Synthesis

Facilitation & Influence

Process Optimization

Stakeholder Partnership

Tech-Savviness (Google Workspace, HRIS

Education

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field

Tools

Google Workspace

HRIS

Job description

POSITION SUMMARY:

The Manager of Talent Management is responsible for the design, execution, and on-going management of the core talent tools and processes that support the associate lifecycle. This role is accountable for the "how"- translating organizational objectives into functional programs, toolkits, and daily operations that enable associate growth. The Manager of Talent Management will own the end-to-end delivery and maintenance of these initiatives, ensuring they are practical, scalable, and effective across the organization. Reporting to the Director of Talent Management, this role is dedicated to the hands-on management of talent programs, from initial design through to daily administration.

RESPONSIBILITIES:

Associate Experience & Onboarding

Develop and manage the end-to-end lifecycle of corporate recognition programs—from informal peer-to-peer initiatives and milestone celebrations to performance-based awards—partnering with Corporate Communications to ensure impactful internal visibility and engagement.
Design, manage, and continuously evolve the corporate orientation and onboarding roadmap, developing inclusive programming that ensures every new hire feels culturally welcomed, operationally aligned, and fully equipped to contribute from day one.

Performance Management & Goal Setting

Orchestrate the end-to-end execution of the performance management cycle for corporate groups—covering annual goal setting, mid-year check-ins, and year-end reviews—to ensure timely completion and consistent process adherence.
Develop and maintain practical manager toolkits and performance resources that empower leaders to drive accountability and facilitate meaningful, continuous feedback conversations throughout the year.
Standardize and promote the use of Individual Development Plans (IDPs) as actionable tools, empowering associates to proactively take ownership of their career growth and skill acquisition.

Talent Planning

Evolve and administer the corporate succession planning framework, managing the end-to-end logistics for talent reviews across corporate and field divisions to identify bench strength and mitigate organizational risk.
Facilitate rigorous, cross-functional talent calibration sessions, guiding leaders through the assessment process to ensure objective, data-backed evaluations of performance and potential.
Execute follow-up action plans post-calibration by partnering with HR Business Partners to track high-potential (HiPo) development planning and ensure consistent progress on succession commitments.

Culture

Manage the end-to-end lifecycle of the corporate engagement and pulse survey strategy—from survey administration and data synthesis to the development of actionable reports that pinpoint cultural trends for leadership.
Collaborate with HR business partners and business unit leaders to turn survey insights into meaningful culture and retention strategies.
Monitor and report on key culture and retention metrics to identify emerging opportunities, proactively adjusting our engagement approach to support real-time associate needs.
Manage a comprehensive workload calendar, ensuring all talent initiatives are planned, sequenced, and rolled out on schedule across the organization.
Analyze data, metrics, and associate feedback to measure program impact, proving the value of talent initiatives and identifying opportunities for continuous improvement.
Partner cross-functionally (with HRBPs, legal, and leadership) to translate complex processes into simple, scalable toolkits that drive adoption and consistency across the organization.

QUALIFICATIONS:

Education & Experience

Education: Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field preferred.
Experience: 5+ years of progressive HR experience, with at least 3 years specifically dedicated to managing corporate talent programs (performance management, succession planning, or engagement).
Industry Context: Previous experience within retail, consumer-facing, or fast-paced, high-volume environments is highly preferred.

Core Competencies

Operational Project Management: Proven track record of managing competing priorities, maintaining detailed project calendars, and ensuring the timely, end-to-end execution of cyclical HR processes.
Data Fluency & Synthesis: Ability to analyze raw talent data (survey results, performance metrics, participation rates) and synthesize it into actionable reports that drive decision-making and leadership action.
Facilitation & Influence: Demonstrated ability to lead complex group discussions—such as talent calibration or change management workshops—with the confidence to guide leaders through challenging assessments.
Process Optimization: A "continuous improvement" mindset, with the ability to identify bottlenecks in current tools or workflows and the initiative to implement practical, scalable solutions.
Stakeholder Partnership: Experience consulting with HR Business Partners and functional leaders to translate organizational needs into functional toolkits and training resources.
Tech-Savviness: Advanced proficiency in Google Workspace and experience with HRIS or talent management platforms (e.g., survey tools, performance management systems).

PAY/BENEFITS INFORMATION

Actual starting pay is determined by various factors, including but not limited to relevant experience and location.
Subject to eligibility requirements, associates may receive health care benefits (including medical, vision, and dental); wellness benefits; 401(k) retirement benefits; life and disability insurance; employee stock purchase program; paid time off; paid sick leave; and parental leave and benefits.
Paid Time Off, paid sick leave, and holiday pay vary by job level and type, job location, employment classification (part-time or full-time / exempt or non-exempt), and years of service.For additional information, please clickHERE.
AEO may also provide discretionary bonuses and other incentives at its discretion.

About Us

Get to Know AEO

American Eagle Outfitters, Inc. (NYSE: AEO) is a leading global specialty retailer with a portfolio of beloved apparel brands including American Eagle, Aerie, OFFL/NE by Aerie, Todd Snyder and Unsubscribed.

Rooted in optimism, inclusivity and authenticity, AEO’s brands empower every customer to celebrate their unique personal style by offering casual, comfortable, timeless outfitting and high-quality products that are made to last. In addition to a robust e-commerce business, we operate stores in the United States, Canada and Mexico, with merchandise available in more than 30 countries through a global network of license partners.

At AEO, we believe in the power of our people and our brands. OurBetter Togetherculture creates a mutual desire to succeed–inspiring our community to excel, while driving future growth for the business and associates. Through experience, exposure and education we empower associates to build their unique career journey.

Inclusion, Diversity, Equity and Access at AEO

We remain committed to building an inclusive culture that is welcoming and fosters a sense of belonging for everyone. Please see more about our initiativeshere .

AEO is an Equal Opportunity Employer and is committed to complying with all federal, state and local equal employment opportunity ("EEO") laws. AEO prohibits discrimination against associates and applicants for employment because of the individual's race or color, religion or creed, alienage or citizenship status, sex (including pregnancy), national origin, age, sexual orientation, disability, gender identity or expression, marital or partnership status, domestic violence or stalking victim status, genetic information or predisposing genetic characteristics, military or veteran status, or any other characteristic protected by law. This applies to all AEO activities, including, but not limited to, recruitment, hiring, compensation, assignment, training, promotion, performance evaluation, discipline and discharge. AEO also provides reasonable accommodation of religion and disability in accordance with applicable law.

Applications will be accepted until the Apply Before date (if applicable), but may be extended based on applicant volume.

Job Info