Talent Manager

CyberCoders; Atlanta (GA); On-site; USD 110,000 - 150,000; Full time

Job summary

CyberCoders is seeking an experienced Talent Manager to lead the full employee lifecycle across North America, focusing on the United States with occasional Canada support. You will own talent acquisition, onboarding success, retention, and succession planning, while partnering with HR and business leaders to drive analytics and workforce insights. The role emphasizes developing standardized processes, improving hiring quality, and strengthening organizational capability.

Qualifications

• Bachelor's degree required in HR, business, organizational development, psychology, or related field.
• 7+ years of progressive experience in talent acquisition, talent management, HR, or organizational development.
• Experience with succession planning, talent reviews, performance management, and development programs.
• Strong ability to influence leaders and build partnerships across functions.

Responsibilities

• Lead and improve the full employee lifecycle across North America, focusing on US with occasional Canada support.
• Own talent acquisition strategy, onboarding success, retention, and workforce analytics.
• Drive talent management, succession planning, and career development initiatives.
• Develop KPIs and analytics to guide leadership and HR decisions.
• Partner with business leaders to ensure effective recruitment, onboarding, and retention strategies.

Skills

Talent acquisition

Retention strategies

Performance management

Succession planning

People analytics

Stakeholder management

Leadership partnering

Education

Bachelor's degree (HR/Business/Organizational Development/Psychology)

Tools

Workday

MS Excel

Job description

TALENT MANAGER, NORTH AMERICA

POSITION SUMMARY

We are seeking an experienced Talent Manager to lead and continuously improve the full employee lifecycle across North America, with primary responsibility for the United States and occasional support for Canada. This role serves as the owner of talent acquisition, onboarding success, retention, talent management, succession planning, and workforce insights.

The successful candidate will establish and drive talent strategies, systems, standards, processes, KPIs, and analytics while partnering closely with business leaders and HR teams. Managers remain accountable for leading and retaining their teams; this role provides the frameworks, tools, insights, and expertise that support talent excellence across the organization.

KEY RESPONSIBILITIES

TALENT ACQUISITION AND RECRUITMENT

• Own and manage the recruitment strategy and hiring process across the U.S.
• Lead senior-level and mission-critical searches from sourcing through offer acceptance.
• Partner with hiring leaders to define candidate profiles, sourcing strategies, interview processes, and selection criteria.
• Develop and maintain talent pipelines for critical and difficult-to-fill roles.
• Establish consistent recruitment, interviewing, assessment, and hiring standards.
• Manage relationships with external recruiting partners and determine when agency support is required.
• Support professional and salaried recruiting needs in Canada as needed.
• Over time, build and lead centralized recruiting resources responsible for sourcing, screening, candidate vetting, and coordination.
• Track and improve recruitment effectiveness, quality of hire, and time-to-fill metrics.

NEW HIRE EXPERIENCE AND EMPLOYEE RETENTION

• Own retention metrics and develop strategies to improve employee retention.
• Lead structured 30-, 60-, and 90-day check-ins with new hires.
• Serve as an independent feedback channel to ensure employees receive appropriate onboarding, training, leadership support, and information.
• Identify retention risks and provide actionable recommendations to HR and business leaders.
• Analyze turnover, engagement, early-tenure retention, and employee feedback trends.
• Partner with HR and business leaders to develop and execute retention initiatives.
• Provide data-driven recommendations to improve employee experience and long-term engagement.

TALENT MANAGEMENT, PERFORMANCE AND SUCCESSION PLANNING

• Lead and continuously improve talent review processes, including calibration and follow-up actions.
• Own the succession planning framework, including identification of critical roles, successor readiness assessments, and talent gap analysis.
• Support performance management processes and ensure talent outcomes translate into meaningful development plans.
• Promote internal mobility and career development opportunities.
• Connect talent assessment outcomes with development programs, mentoring, cross-training, and advancement opportunities.
• Partner with leaders to nurture high-potential talent and strengthen organizational capability.

TALENT INTELLIGENCE AND WORKFORCE ANALYTICS

• Own exit interview and employee feedback processes to identify trends and improvement opportunities.
• Connect insights across the employee lifecycle, including recruitment, onboarding, performance, retention, development, and exit data.
• Develop dashboards, metrics, and reporting that provide meaningful talent insights to leadership.
• Monitor key workforce indicators including retention, voluntary turnover, early-tenure attrition, succession coverage, internal mobility, recruiting effectiveness, and quality of hire.
• Recommend and drive initiatives based on talent data and organizational needs.

QUALIFICATIONS

• Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or a related field.
• 7+ years of progressive experience in Talent Acquisition, Talent Management, Human Resources, or Organizational Development.
• Demonstrated success recruiting for senior, leadership, and hard-to-fill positions.
• Experience with succession planning, talent reviews, performance management, and employee development programs.
• Strong understanding of workforce analytics and talent KPIs.
• Proven ability to influence leaders and build strong partnerships across functions.
• Excellent communication, coaching, and stakeholder management skills.
• Experience working within multi-site or geographically dispersed organizations preferred.
• Ability to balance strategic planning with hands‑on execution.

PREFERRED QUALIFICATIONS

• Experience managing recruiting teams or shared services functions.
• Experience supporting both U.S. and Canadian talent programs.
• Background in manufacturing, industrial, logistics, engineering, or other complex operational environments.
• Experience implementing talent processes, systems, and organizational development initiatives at scale.

WHY THIS ROLE?

This is an opportunity to build and shape talent strategy across a rapidly growing organization while having direct influence on hiring, retention, leadership development, succession planning, and workforce effectiveness. The role offers significant visibility, partnership with senior leaders, and the ability to create lasting impact across the employee lifecycle.