Manager, Talent Programs

Day & Zimmermann; United States; On-site; USD 92,000 - 137,000; Full time

Benefits offered by this job

Medical, dental, vision

Paid maternity leave

Parental leave and time off

Job summary

Day & Zimmermann is seeking a Talent Programs Manager to design and continuously improve talent programs, driving performance cycles, listening programs, and employee experiences. You will own strategy and execution, partner with HRBPs, and lead cross-functional initiatives to simplify processes while maintaining compliance and data integrity.

The role requires experience in performance management, employee engagement, HR technology (especially SuccessFactors), strong analytics, and stakeholder

Qualifications

• Experience with performance management, employee engagement, and HR technology.
• Ability to translate business needs into system requirements and testing.
• Strong program and project management skills with stakeholder alignment.

Responsibilities

• Maintain roadmap and drive continuous-improvement initiatives for talent programs.
• Plan and deliver goal setting, reviews, listening, and engagement programs with stakeholder coordination.
• Serve as owner for SuccessFactors Performance & Goals and related experiences.
• Use data to identify patterns, tell concise stories, and measure impact on the employee experience.
• Identify process improvements, automate where possible, and balance usability with data integrity.
• Partner across HR, IT, communications, and leadership to deliver aligned programs.

Skills

Talent management

Performance management

Employee engagement

HR technology

Data analysis

Education

Bachelor's degree in HR/OD/Business or related field

Master's degree preferred

Tools

SuccessFactors

HR analytics tools

Job description

The Talent Programs Manager designs, delivers, and continuously improves talent programs that help Day & Zimmermann build a high-performance culture and create a clear, effective employee experience. This role leads program strategy and execution across all performance cycles, continuous listening, employee engagement, and related talent experiences.This role uses data, user feedback, and critical thinking to identify friction, challenge unnecessary complexity, prioritize enhancements, and tell a clear story about what should change and why.

Responsibilities

• Maintain the roadmap and continuous-improvement initiatives for talent programs. Use business priorities, employee and manager feedback, data, and cycle retrospectives to identify and prioritize enhancements, then lead cross-functional initiatives through planning, implementation, adoption, and post-launch review. 30%
• Plan and deliver goal setting, review cycles, continuous listening, and employee engagement programs, including timelines, communications, training, enablement, action planning, and stakeholder coordination. Serve as a thought partner to HRBPs and leaders on program intent, expectations, and adoption. 25%
• Serve as the functional owner for SuccessFactors Performance & Goals and related talent program experiences. Translate business and user needs into clear system requirements; partner with HR Technology on configuration, reporting, testing, automation, and release decisions; and ensure system behavior supports program intent. 15%
• Use survey, adoption, program, and operational data to identify patterns, root causes, opportunities, and risks. Build concise, audience-appropriate stories and recommendations for HR and business leaders, and establish measures to evaluate whether changes improve the manager and employee experience. 15%
• Challenge processes, simplify guidance and forms, identify opportunities for automation, and balance usability, compliance, data integrity, and system constraints. Create practical resources that help managers and employees apply effective performance and development practices. 10%
• Partner effectively across HR, Corporate Communications, IT, Learning & Organizational Development, Compensation, vendors, and business leaders to deliver consistent talent programs connected to D&Z’s culture, values, and priorities. 5%

KSAs (Knowledge, Skills, and Abilities)

• Experience leading performance management, employee engagement, engagement surveys, and related talent practices, with enough broader HR knowledge to connect programs across the employee lifecycle. Experience with SuccessFactors or a comparable HR/talent platform strongly preferred.
• Strategic program thinking with the ability to connect talent practices to business priorities and employee experience. Experience translating business needs into system requirements, leading user acceptance testing, managing vendors, implementing process improvements, or supporting HR technology enhancements.
• Strong program and project management skills, including planning, prioritization, risk management, stakeholder alignment, and execution.
• Comfort using SAP SuccessFactors or a comparable HR/talent platform; ability to understand capabilities and constraints and translate program needs into system requirements.
• Strong analytical and critical-thinking skills, including interpreting survey, adoption, and operational data; identifying root causes; and telling a clear story with recommendations.
• Curiosity and a continuous-improvement mindset, including the willingness to question existing processes, simplify the user experience, and pursue practical automation.
• Clear written and verbal communication skills, with the ability to tailor messages for HRBPs, leaders, managers, employees, and technical partners.
• Sound judgment and comfort navigating ambiguity, competing priorities, tradeoffs, and evolving requirements.

Minimum Qualifications

• Bachelor’s Degree in Arts/Sciences (BA/BS) in Human Resources, Organizational Development, Business Administration, Psychology, or a related field or equivalent experience Required
• Master’s degree in Arts/Sciences (MA/MS) Preferred
• 5+ years of experience in Human Resources, with 3 to 5 years in talent management, performance management, employee engagement, employee listening, HR technology, people analytics, or a related field. Required

Travel Requirements:

• 20%

Compensation and Benefits

In compliance with this state’s pay transparency laws, the salary range for this role is $91,600 - $137,400. This is not a guarantee of compensation or salary, as final offer amount may vary based on factors including but not limited to experience and geographic location. (The specific programs and options available to an employee may vary depending on date of hire, schedule type, and the applicability of collective bargaining agreements).

We care about our employees and it shows. Our staff receive a competitive salary and a comprehensive benefits package which includes medical/Rx, dental and vision coverage; life, AD&D and disability insurance; flexible spending accounts; 100% paid maternity leave for up to 12 weeks, parental leave, family leave, other paid time off; voluntary benefits and discount programs to meet our employees’ individual needs including pet insurance for our furry family members!

Notices to Applicants
For California applicants, qualified applicants with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. All of the material job duties described in this posting are job duties for which a criminal history may have a direct, adverse, and negative relationship potentially resulting in the withdrawal of a conditional offer of employment.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

Diversity, Inclusion & Equal Employment Opportunity
Day & Zimmermann is committed to maintaining an inclusive workforce, where employees are hired, retained, compensated and promoted based on their contributions to our Company. Our collective strength is rooted in over a century of diverse employees and businesses, commitment to success, and delivery on promises made. Federal and state Equal Employment Opportunity laws prohibit employment discrimination based on race, color, religion, sex, sexual orientation, age, national origin, citizenship status, veteran status and disability status. Day & Zimmermann is committed to providing an equal opportunity work environment in full compliance with these laws. If you are an individual with a disability and you require an accommodation in the application process, please email [e-mail] , and please specify which position you are interested in, including job title and location.