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Position Summary:

The role of the Talent Manager sits in the Talent Management Center of Expertise (COE) and partners closely with their Human Resources Business Partner (HRBP) to successfully deploy talent management and organizational effectiveness processes and solutions to business leaders, managers and associates in their respective organizations. This role serves as a liaison between the COE and the HRBP organization.  Through these strong partnerships, the Talent Manager will understand the business strategy and effectively assess and determine the critical needs of the business and apply expert delivery of COE developed programs and solutions.  In addition, the Talent Manager will also develop innovative solutions that are tailored to the business unit’s specific needs.  The Talent Manager will serve as a valuable feedback loop from HRBPs to the COE to ensure alignment to key business priorities and objectives. This role will report to the VP of Talent Management and be aligned to a specific business unit.


Essential Functions/Responsibilities:

In close partnership with the HRBP and COE, the Talent Manager will have the following responsibilities:

  • Talent Planning and Performance Management:
    • Deliver the talent planning and performance management processes including preparation of business-specific materials, coordination of timelines/deadlines, and reporting
    • Develop an action plan based on outcomes of the process (primarily talent planning) to proactively address business-specific talent needs
  • Organizational Effectiveness:
    • Complete organizational assessments and identify needed solutions including organizational design (e.g., structure, roles, communication plan, etc)
    • Establish career paths where needed to support associate development and growth
    • Partner with business to deliver team effectiveness activities/sessions as needed
  • Change Management:
    • For large initiatives, partner with business to identify associate impacts and create a change management strategy and approach including high-level communication plan, training needs, leadership engagement, etc.
    • Consult as needed with the business on execution of plans
  • Associate Engagement:
    • Support delivery of AE survey and reporting to ensure we understand strengths and opportunities in the work environment
    • Work with HRBP and business to identify key actions that can drive improvement; support execution of action plans
  • Learning:
    • Serves as initial point of contact within the COE for learning needs within the business; conducts high-level needs analysis
    • Engages L&D team to transition deeper-dive analysis and design and delivery of solutions
  • Onboarding:
    • Creates robust onboarding plans for new leaders in the business
    • Facilitates New Leader Assimilations as needed 
  • Other:
    • Serves as feedback loop to COE to communicate what’s working, what’s not working, and adjustments needed
    • Engages COE in the design of business-specific solutions
    • Shares best practices with peers to foster continuous learning and development for internal team 

Minimum Education & Experience:

  • Bachelor’s Degree
  • 8+ years of HR/Talent Management experience (talent planning, performance management, organizational effectiveness, change management)


Preferred Education & Experience:

  • Master’s Degree in HR, Organizational Development, I/O Psychology or similar field
  • 10+ years of Talent Management experience (talent planning, performance management, organizational effectiveness, change management)



  • Strong relationship building and stakeholder management skills
  • Strong consulting skills to uncover business needs, make recommendations, and develop solutions
  • Focus on driving for results
  • Excellent verbal, and written communication skills with ability to influence and inspire
  • Experience in program/process design and execution
  • Ability to work effectively with multiple levels of associates and leadership
  • Strong organizational and analytical skills with the ability to manage multiple priorities and synthesize complex information
  • Ability to exercise independent and sound judgment
  • Experience in leveraging data/metrics to identify trends and needed actions 

For reasonable accommodation information for an ADAAA qualified disability please see Belk Associate Handbook for policy and procedures.

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