Talent Manager

CyberCoders; Chicago (IL); On-site; USD 120,000 - 190,000; Full time

Job summary

CyberCoders in Chicago seeks an experienced Talent Manager to lead the full employee lifecycle across North America, focusing on the United States and supporting Canada as needed.

You will own talent acquisition, onboarding, retention, performance, and workforce analytics, partnering with business leaders to set standards, KPIs, and data-driven programs.

This role offers executive visibility and the opportunity to shape talent strategy across multiple sites and teams.

Qualifications

• Bachelor's degree required; 7+ years in Talent Acquisition/Management or OD.
• Experience recruiting for senior leadership and hard-to-fill roles.
• Experience with succession planning, talent reviews, and performance management.
• Strong ability to influence leaders and partner across functions.

Responsibilities

• Own and lead recruitment strategy and hiring process across the U.S.
• Lead senior-level searches from sourcing through offer acceptance.
• Partner with hiring leaders to define candidate profiles and interview criteria.
• Develop talent pipelines for critical roles and standardize hiring processes.
• Manage relationships with external recruiting partners and determine agency use.
• Over time, build centralized recruiting resources and analytics.

Skills

Communication

Stakeholder management

People leadership

Analytics

Education

Bachelor's degree in Human Resources, Business, Organizational Development, Psychology, or related field

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.