Senior Talent Management Manager

PakEnergy, LLC; Frisco (TX); Hybrid; USD 120,000 - 180,000; Full time

Benefits offered by this job

Sales commissions

Paid health insurance

401(k) retirement plan

Generous PTO

Job summary

The role requires 8+ years in Talent Management/OD with strong consulting and communication skills, plus experience with HRIS, LMS, and Paycor.

A Master’s degree is preferred.

Qualifications

• Bachelor's degree in HR, Business Admin, Psychology, or related field required.
• Master's degree preferred in Business, HR, Organizational Development, or related field.

Responsibilities

• Develop and execute talent management strategy aligned with business goals.
• Lead enterprise culture and engagement initiatives.
• Design succession planning frameworks for leadership positions.
• Partner with leaders to strengthen organizational effectiveness and leadership capability.
• Oversee performance management philosophy, processes, and tools.
• Design and manage leadership development programs and development pathways.
• Coordinate external training resources and vendors as needed.

Skills

Talent management

Leadership

Culture initiatives

Performance management

Learning & development

Executive stakeholder management

Change management

Data-driven decisions

HR analytics

HR consulting

Communication

Project management

Education

Bachelor's degree in HR/Business

Master's degree preferred

Tools

HRIS systems

Learning Management Systems

Paycor

HR analytics tools

Job description

Position:Senior Talent Management Manager

Location: Frisco, TX

Remote Status: Hybrid

Job Id:233

# of Openings:1

About Pak Energy:

PakEnergy is a growing fast-paced company with cool products. Expect to learn, to be challenged, and to have fun. We're a trusted partner to more than 1,900 oil & gas firms, helping our customers innovate with confidence. Our mission is to simplify the hardest problems, automate operations, and help our customers maximize their profitability. To do that, we need exceptional people on our team.

About the Role

The Senior Talent Management Manager is a strategic HR leader responsible for designing, implementing, and continuously improving talent management programs that strengthen organizational capability, employee engagement, leadership effectiveness, and talent retention. Reporting to the Vice President of Human Resources, this role leads enterprise-wide initiatives in culture and engagement, performance management, leadership development, talent reviews, career development, and employee learning strategies to ensure the organization attracts, develops, and retains high-performing talent. The Senior Talent Management Manager partners closely with business leaders and the VP, Human Resources to build a culture of growth, accountability, and continuous development while aligning talent strategies that enable the business to achieve its objectives.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, or related field required.
• Master's degree preferred in Business, Human Resources, Organizational Development, or related field.
• An equivalent combination of education and experience may be considered.
• 8+ years of progressive Talent Management, Learning & Development, or Organizational Development experience.
• 3+ years of leadership experience managing talent management programs and initiatives.
• Experience supporting executive-level stakeholders and leading enterprise-wide talent initiatives.
• Demonstrated success in leading culture initiatives and building leadership development programs.
• Experience supporting employee relations, performance management, learning and development, culture and engagement, metrics and reporting, and compliance activities.
• Strong knowledge of talent management, change management, leadership development, and performance management principles and theories.
• Excellent consulting, coaching, and facilitation skills.
• Strong analytical and data-driven decision-making capabilities.
• Demonstrated ability to influence and build credibility with leaders at all organizational levels.
• Experience with talent management systems, learning management systems, and HRIS platforms.
• Strong project management and change management skills.
• Excellent verbal, written, and presentation communication skills.
• Experience supporting distributed employee populations.
• Experience successfully handling multiple projects simultaneously in a dynamic environment.
• Excellent interpersonal, communication, and conflict-resolution skills.
• Strong organizational skills and attention to detail.
• Ability to handle sensitive and confidential information with discretion.
• Proficiency in Microsoft Office Suite.

Preferred Qualifications

• PHR, SHRM-CP, SPHR, or SHRM-SCP certification.
• PMP or similar project management certification.
• Experience with HR analytics and reporting tools.
• Experience using Paycor

Key Responsibilities:

• Develop and execute the organization's talent management strategy aligned with business goals and workforce planning priorities.
• Lead enterprise culture and engagement initiatives that promote retention
• Design and implement processes to identify high-potential employees and critical talent risks.
• Design and implement succession planning frameworks for key leadership and critical positions.
• Partner with senior leaders to strengthen organizational effectiveness and leadership capability.

Performance Management

• Oversee the performance management philosophy, processes, and tools.
• Drive continuous improvement of goal-setting, performance evaluations, and development planning.
• Analyze performance trends and provide recommendations to improve workforce effectiveness.
• Train leaders and employees on performance management best practices. Learning and Development
• Design and manage leadership development programs for emerging, mid-level, and senior leaders.
• Create development pathways that build critical leadership competencies and support succession objectives.
• Facilitate workshops, leadership training sessions, and team effectiveness programs.
• Develop strategies that promote continuous learning and career growth opportunities.
• Partner with subject matter experts to identify and address organizational capability gaps.
• Oversee learning programs, career development resources, and employee development initiatives.
• Evaluate learning effectiveness through engagement, retention, and business performance metrics.
• Coordinate external training resources and vendors as needed.

Talent Analytics & Workforce Insights

• Implement engagement and pulse surveys as appropriate, coordinating with external vendors as appropriate, including reporting results and recommended action steps.
• Utilize HR metrics and talent analytics to evaluate program effectiveness and identify trends.
• Develop reports and dashboards related to talent, leadership pipeline strength, turnover/retention, engagement, and learning and development initiatives.
• Present talent insights and recommendations to senior leadership.
• Collaboration & Business Partnership
• Serve as a trusted advisor to business leaders on talent-related matters.
• Collaborate across the HR department, including talent acquisition, to ensure a seamless experience across the entire employee lifecycle.
• Support organizational change initiatives by integrating effective talent and development strategies.
• Collaborate with the VP of HR on strategic initiatives and annual HR priorities.

Success Measures:

• Establish trusted partnerships with business leaders across the organization.
• Develop and lead culture, employee engagement, and retention initiatives.
• Establish a leadership development program, including appropriate metrics to measure effectiveness.
• Support successful execution of performance management, training and development, and talent review processes.
• Conduct a gap analysis of current talent management programs and processes.
• Develop a 12-month plan to address the top 3-5 gaps.
• Develop a talent dashboard and leverage workforce data and insights to improve organizational effectiveness and decision-making.
• Lead assigned projects from beginning to end.
• Back up Sr HR generalist as needed.

Benefits:

• PakEnergy offers a casual business work environment, generous PTO, and a competitive compensation structure that includes sales commissions, paid health insurance and a 401(k)-retirement plan.

PakEnergy is dedicated to individual growth opportunities, and we would love the opportunity to discuss with you in more detail!