Manager, Talent Operations & Portfolio Red Bull North America
Red Bull GmbH
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Job summary
Red Bull North America, Inc. seeks a Manager, Talent Operations & Portfolio to build and sustain the operating infrastructure for Talent Operations and North American Talent teams.
The role focuses on post go-live stabilization of our HCM tools, portfolio visibility, and project governance. Responsibilities include maintaining a simplified portfolio view, creating leadership updates, establishing scalable project frameworks, and driving continuous improvement across Talent processes and
Qualifications
- Bachelor's degree in Human Resources or related field or equivalent experience.
- Strong project management skills and ability to manage multiple streams of work.
- Excellent communication, organization, and stakeholder management abilities.
- Experience with HCM systems, HR data processes, and employee lifecycle workflows preferred.
Responsibilities
- Maintain a simplified portfolio view of major Talent initiatives across North America with status, milestones, risks, decisions, dependencies, and communication impacts.
- Prepare clear portfolio snapshots and leadership updates highlighting progress, risks, and decisions.
- Establish lightweight project frameworks, templates, and ways of working that scale with risk and impact.
- Enable project owners on goal setting, stakeholder mapping, communication, workback planning, risk tracking, and launch readiness.
- Own internal communications and enablement material creation on Talent processes and initiatives.
- Maintain framework for Talent documentation, job aids, FAQs, operating guides, and version control.
- Define and maintain core Talent operating processes, workflows, handoffs, and escalation paths.
- Lead coordination of post go-live HCM stabilization routines and data governance.
Skills
Education
Job description
The Manager, Talent Operations & Portfolio creates and maintains the operating infrastructure that helps Talent Operations (TO) and the broader North American Talent teams plan, track, communicate and continuously improve work across the Talent function. Initially, this role will focus on post go-live stabilization & hyper-care of our new HCM tool, portfolio visibility, project management standards, documentation governance and project ways of working. Over time, it will own the operating rhythms, knowledge management structure, tool governance, communications, and continuous improvement mechanisms needed to keep Talent work stable, scalable, and easy to navigate.
Maintain a simplified portfolio view of major Talent initiatives across North America, including status, milestones, risks, decisions, dependencies, and key communication or adoption impacts.
Prepare clear portfolio snapshots and leadership updates that help Talent leaders understand progress, risks, priorities, and required decisions.
Establish and maintain lightweight project frameworks, templates, and ways of working that scale based on risk, complexity, and business impact.
Enable project owners on goal setting, stakeholder mapping, communication planning, workback planning, risk tracking, and launch readiness while reinforcing that functional owners remain accountable for delivery and outcomes.
Own internal communications, including employee and manager facing communications, and enablement material creation on major Talent processes, tools, and initiatives, partnering with internal Talent stakeholders as needed.
Own the framework, standards, and organization of Talent documentation, including process documentation, job aids, FAQs, operating guides, ownership models, and version control.
Partner with functional leads and process owners to keep documentation current, usable, and aligned to how teams within Talent work.
Create role-based enablement materials, communication assets, and adoption resources in partnership with functional leads and project owners.
Maintain the structure for customer-facing SuccessFactors Employee Central (SFEC) content and shared Talent resources so materials are current, organized, and easy to find.
Define and maintain core Talent operating processes, workflows, handoffs, and escalation paths across teams.
Identify recurring process breakdowns, inefficiencies, and stakeholder pain points, then translate them into a prioritized continuous improvement backlog.
Drive prioritization of improvement opportunities based on impact, urgency, risk, and effort.
Facilitate retrospectives and lessons learned for major Talent initiatives to improve future planning, execution, and change readiness.
Partner with TO leaders to improve consistency, efficiency and service delivery across the function.
Lead coordination of post go-live HCM stabilization routines, including issue tracking, operating documentation, escalation paths, and visibility into recurring themes.
Partner with Talent Data Management (TDM) and other stakeholders to maintain data audit calendars, issue logs, remediation tracking, and clear ownership for critical data processes.
Support process clarity for data corrections, audits, reporting, and downstream issue resolution.
Ensure TO teams have the tools, guidance, and role clarity needed to operate effectively in SFEC, including crossover responsibilities between TDM and Talent Systems (TS) teams.
Own the build-out, launch, and ongoing enablement of a Talent project management platform, ensuring the tool supports portfolio visibility, consistent tracking and clear ways of working across the Talent team.
Create and maintain standard board templates, required fields, status definitions, dashboards, and reporting views for major initiative tracking.
Drive adoption of the Talent project management platform and related operating tools through guidance, training, governance, and user support.
Maintain reporting views, resource hubs, and shared operating structures so leaders and teams can quickly understand priorities, progress, and ownership.
Manage global partnership and alignment on tracking, communications, and governance standards as needed.
Recommend improvements to tools, workflows, and reporting practices based on user feedback and operational needs.
Extensive experience managing cross-functional projects, portfolios, or operational initiatives, ideally within HR, Talent/People Operations, Talent Acquisition, or a related corporate function.
Bachelor’s degree in Human Resources or related field or equivalent experience.
Strong project management skills, including workback planning, milestone tracking, risk and issue management, launch readiness, and leadership reporting.
Experience building, launching or governing a project management platform, work management system, or shared operating tool used by multiple teams.
Ability to translate complex work into clear operating rhythms, dashboards, documentation structures, and decision-ready updates.
Experience creating process documentation, job aids, templates, and/or enablement materials that improve consistency and adoption.
Excellent communication, organization, and stakeholder management skills, with the ability to influence without direct authority and operate effectively in ambiguous or evolving environments.
Experience with HCM systems, HR data processes, employee lifecycle workflows or Talent Operations processes preferred.
Experience working in a global subsidiary and/or highly matrixed, fast-paced environment.
JOIN THE TEAM
In your application we want to see your personal style - what makes you tick and why you think your next opportunity is here with us.
The base salary range for this position is $92,000 - 138,000 + cash incentives. Actual salary offers may vary based on work experience. The base pay range is subject to change and may be modified. Our current Benefits include: Comprehensive Medical, Dental and Vision Plans, 401k Match, Family Leave, PTO & Paid Holiday Schedule, Pet, Legal, and Life Insurance, Tuition Reimbursement (Benefits listed may vary depending on the nature of your employment and/or work location)
RedBull North America, Inc. is an Equal Opportunity Employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, age, or any other classification protected by Federal, state, or local law. We will consider for employment all qualified applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.
Red Bull North America, Inc. is an Equal Opportunity Employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, veteran status, age, or any other classification protected by Federal, state, or local law. We will consider for employment all qualified applicants, including those with Criminal Histories, in a manner consistent with the requirements of applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance.
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Find your meaning and use your strengths to achieve it.
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Love life, love work, love to challenge yourself.
RedBull stands for individuality, authenticity and creativity. This is also what we expect from our employees. If you'd like to become part of RedBull, bring your true and unique self to the application process.
Finding the right person for a role requires a thorough selection process. We may require a personality assessment, a video and/or in-person interview, an assignment or even a job simulation. The hiring team will share details of the process in advance.
Throughout your recruitment journey, you’ll come across moments where using AI could be an option. We encourage you to approach this with the same freedom & responsibility we offer our employees. Our recruitment process is all about getting to know you as an individual - what makes you unique, your strengths, your passions.You might use AI to polish your resume or prepare for interviews but remember nothing beats real human connection. When it comes to RedBull Wingfinder or a video assessment, we want to see and hear your personality and feel the energy you bring. Likewise, think of a Case Study as more than just a task. It’s your chance to show us what you can really do, experience the role, and assess if it’s the right fit for you.By relying on AI, you risk missing the chance to truly stand out!
Once you submit your application, you will receive an acknowledgement email. Afterwards you can expect to hear from us within two weeks.
During the interview process you will have the chance to gauge your talents and show your drive and motivation. The hiring team will ask you about your experiences, skills and strengths that are most relevant to the job in order to get a good picture of your profile and your unique selling points.
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