Manager, Talent Management & Engagement

SES S.A Brazil; McLean (VA); On-site; USD 110,000 - 150,000; Full time

Job summary

SES is seeking a Talent & Engagement Manager to lead global talent management, performance, and engagement initiatives. The role acts as the subject matter expert on talent frameworks and translates workforce insights into strategic recommendations across regions and functions.

As a senior individual contributor, you will own programs end-to-end, influence senior stakeholders, and drive measurable outcomes in leadership development, engagement, and HR analytics.

Qualifications

• Degree in HR, business administration, organizational psychology, or related field.
• 8–12 years of professional HR experience with focus on talent management and engagement.
• Experience owning engagement surveys, performance processes, or succession planning at global scale.
• Strong data analysis and reporting skills; proficient in MS Office 365 and project tracking tools.
• Fluent in English; additional languages are an asset.

Responsibilities

• Support the global performance management cycle end-to-end, including system readiness and communications.
• Own the leadership development portfolio end-to-end, including vendor selection, delivery, and evaluation.
• Partner with HRBPs and business leaders on leadership development and budget management.
• Drive employee engagement initiatives and culture improvements across regions.
• Define metrics and generate data on engagement, performance, development, and retention.
• Manage external vendors and collaborate with Procurement, Finance, Legal, and IT.

Skills

Talent management

Performance management

Engagement

Data analysis

Executive communication

Program management

Global programs

Project management

Education

Degree in HR or related field

Tools

MS Office 365

Microsoft Project

Trello

Monday.com

Articulate

Camtasia

Captivate

Job description

The Talent & Engagement Manager supports SES’s global talent management, performance, leadership development, and engagement programs end-to-end, from business case and design through deployment, adoption, and measurement. The role is SES’s subject matter expert on talent frameworks, translating workforce insight into decisions that advance business objectives and cultural priorities. Working within broad guidelines and with a high degree of autonomy, it sets program direction and influences senior stakeholders across regions and functions. This is a senior individual contributor role that delivers impact through program ownership and deep expertise.

PRIMARY RESPONSIBILITIES / KEY RESULT AREAS

Primary functions are listed in order of importance, with the approximate percentage of time spent on each over the course of a year. The role carries no supervisory responsibility. Decisions shape how talent, performance, and engagement processes operate across the enterprise; changes to policy, investment, and program design are recommended to the Senior Manager, Talent Management & Engagement for approval.

• Performance Management (25% of time)
  • Support the global performance management cycle end-to-end, running the operational backbone of each cycle: system readiness and configuration, population and data accuracy, cycle communications, and the calendar that keeps employees and managers aligned on priorities and timelines.
  • Create and deliver the enabling resources for each cycle: manager and employee guides, toolkits, training sessions, FAQs, and office hours.
  • Track cycle progress and completion across regions, troubleshoot issues as they surface, and elevate risks.
  • Analyse cycle outcomes. completion rates, rating distribution, and business feedback; recommend evidence-based improvements year over year.
• Leadership Development (25% of time)
  • Own the leadership development portfolio end-to-end for people managers and emerging leaders globally, aligning programming to SES’s four leadership development pillars and covering vendor and facilitator selection, delivery, and evaluation.
  • Maintain the leadership capability framework and the learning pathways beneath it, keeping both aligned to business strategy and in support of leadership needs.
  • Direct end-to-end delivery of virtual and live programs, whether hosted internally or through external vendors, including logistics, facilitation support, participant experience, and the supporting assets (campaigns, decks, toolkits, and surveys).
  • Measure impact beyond attendance: behaviour change, capability growth, and business outcomes.
  • Advise HRBPs and business leaders as the internal expert and escalation point on leadership development, and manage the associated budget line and external partner relationships.
• Employee Engagement & Culture (20% of time)
  • Partner on the global engagement survey end-to-end: planning, communications, insight generation, and action planning that drives visible follow-through.
  • Support the initiatives that strengthen company culture and the employee experience, including team development, belonging, recognition, and well‑being.
  • Maintain and update the Talent Management & Engagement intranet pages and resource library in partnership with Corporate Communications.
• Data Insights & Reporting (15% of time)
  • Define the metrics that matter, then generate, analyse, and interpret data on employee engagement, performance, development, and retention.
  • Support reporting on global HR KPIs, dashboards, and analytics for the Talent Management & Engagement portfolio.
  • Translate analysis into clear recommendations and trade‑offs and present them directly to HR leadership and business unit executives.
• Vendor Management (15% of time)
  • Select and manage the external vendors supporting leadership development, learning programs, and engagement platforms.
  • Run the procurement process with Procurement, Finance, Legal, and IT, from business case and budget approval through contracting and renewals.
  • Manage vendor budgets and build the case for investment.
  • Hold vendors to agreed scope and outcomes, and resolve delivery issues as they arise.
  • Partner with external consultants to configure HR systems supporting talent and performance processes, making sure the setup reflects the process design and user experience.

COMPETENCIES

• Deep expertise in talent management, performance, and engagement practices, with the credibility to be the go‑to advisor on these topics.
• Proven ability to lead complex global programs independently and end-to-end, from a blank page through delivery, adoption, and measurement.
• Analytical and data‑driven, translating HR data into insight, narrative, and recommended action.
• Strong executive communication and influencing skills; able to build alignment with senior stakeholders without formal authority.
• Disciplined program and project management, with the organisation to run concurrent global cycles to deadline.
• Proactive, culturally sensitive, and comfortable with ambiguity in a fast‑paced, matrixed global environment.

QUALIFICATIONS & EXPERIENCE

• Degree in Human Resources, Business Administration, Organisational Psychology, or a related field; advanced degree or relevant certification an asset.
• 8–12 years of professional experience in HR, with a deep focus on talent management and employee engagement.
• Demonstrated end-to-end ownership of engagement surveys, performance processes, or succession planning at global or multi-region scale.
• Working knowledge of adult learning and survey methodologies (ADDIE, SAM, Kirkpatrick, or equivalent).
• Advanced facilitation, presentation, and workshop design skills across diverse stakeholder groups.
• Strong data analysis and reporting skills; proficiency in MS Office 365, and project tracking tools (Microsoft Project, Trello, Monday, or equivalent).
• Experience with AI and eLearning authoring tools (e.g. Articulate, Camtasia, Captivate, Canva, Synthesia, Adobe Creative Suite) preferred.
• Experience in a multinational or matrixed organisation preferred.
• Fluency in English; knowledge of other languages is an asset.

OTHER KEY REQUIREMENTS / COMMENTS

• Key performance indicators: on‑time delivery and completion rates for the global performance cycle; engagement survey participation and action‑plan completion; leadership program participation and measured capability gain; accuracy and timeliness of talent and engagement reporting; adoption of new or redesigned processes.
• Main interfaces: HR Business Partners and regional HR teams; Talent Acquisition, Total Rewards, HRIS and People Analytics; Corporate Communications; business unit and functional leadership; external survey, learning, and leadership development vendors.
• Key projects: the annual global performance management cycle; leadership capability framework and learning pathways; and the Talent Management & Engagement intranet and resource library.
• Other: flexibility to work across time zones may be required to support global program delivery.

The salary range for this full-time position is $110,000 - $150,000.

Salary ranges are determined by role, level, and geographic location. Individual compensation within the range is determined based on work location and a variety of factors, including job-related skills, experience, qualifications, and relevant education or training.

Additional compensation and benefits may apply depending on the location and terms of employment.

SES and its Affiliated Companies are committed to providing fair and equal employment opportunities to all. We are an Equal Opportunity employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, pregnancy, sex, sexual orientation, gender identity, national origin, age, genetic information, protected veteran status, disability, or any other basis protected by local, state, or federal law.
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