Manager of Talent Management

Title: Manager of Talent Management

Executive Area: Human Resources

College/School/MBU: Human Resources

Department: Human Resources

Work Location: Amherst

Schedule:Full Time

Work Arrangement:Remote

Job Summary

The Manager of Talent Management shapes, builds, and advances integrated talent management strategies and solutions that enable effective development, promotion, and retention of talent across the university's workforce, including administrative, operational, and academic support functions. This role leads a portfolio that includes succession planning, talent reviews, workforce planning, performance management, high potential identification, career development, and talent management analytics, while building scalable solutions aligned to the Institutional strategy, culture, and the mission of a public research university.

This role is designed to elevate talent practices across the university by intentionally connecting engagement, leadership development, succession planning, and performance management processes. The Manager of Talent Management partners closely with senior leadership, HR Business Partners, and Centers of Excellence to ensure UMass has the right talent, in the right roles, at the right time.

Essential Functions

Talent Management Strategy - Sets the vision and long-term strategy for talent management across UMass, aligned with institutional goals, values, and engagement priorities. Identifies and addresses enterprise talent and leadership, in partnership with senior leadership, while navigating a shared governance environment and balancing institution-wide priorities with unit-level needs. Develops and implements a comprehensive talent strategy that strengthens leadership capacity, supports employee development and internal mobility, and builds a sustainable talent pipeline to advance the University's teaching, research, and public service mission.

Talent Review Processes and Programs - Leads the design, development, and implementation of a campus-wide talent review process to identify and develop an internal pipeline of high-potential employees and succession plans. Establishes and maintains effective programs for employee retention, development, promotion, and succession planning, with clear metrics to measure program success and impact on employee satisfaction and engagement.

Workforce Planning - Works in partnership with Talent Acquisition to assess current and future talent needs, manage pipelines, and lead proactive workforce planning strategies.

Succession Planning Processes - Leads a comprehensive, institution-wide approach to succession planning for critical and senior leadership roles. Facilitates strategic conversations with executive leadership on leadership continuity, readiness, and talent risks. Partners with leaders and HRBPs to develop action plans to address gaps and risks.

Performance & Career Management - Provides strategic oversight for performance management philosophy, processes and practices that support accountability, growth, and engagement. Champions modern, development-focused performance approaches that reflect the values and culture of a public higher education environment, emphasizing growth, feedback, and continuous learning. In collaboration with Total Compensation, leads the development of career frameworks and internal mobility strategies. Supports leaders and HRBPs in creating meaningful development experiences that strengthen talent retention and engagement.

Talent Insights & Strategic Advisory - Develops and leverages talent and engagement metrics to inform executive leadership decision-making and workforce strategy. Translates data and trends into clear, actionable insights for senior leadership and HR. Communicates progress, risks, and opportunities related to leadership bench strength, development priorities, and talent retention.

Strategic Partnerships - Serves as a trusted advisor to senior leaders across the university on talent management strategy and practices. Partners with academic and administrative leaders to assess, design, and implement talent solutions that align with institutional priorities, unit-level goals, and the evolving needs of a public higher education institution. Collaborates closely with partners across HR, including Employee Engagement, Learning and Development, and Talent Acquisition, as well as other institutional stakeholders, to design and implement integrated talent initiatives. Partners with senior People Team leaders to align talent priorities with business strategy, advising, coaching, and constructively challenging leaders to strengthen talent outcomes, leadership effectiveness, and organizational capacity.

Coaching and Consultation - Establishes and oversees leadership development assessment strategies, executive coaching practices, and other strategic talent management interventions to strengthen leadership effectiveness and accelerate readiness for leadership roles across the institution.

Other Functions

Performs other duties as assigned.

Provides direct leadership of team members.

Minimum Qualifications

Bachelor's degree, preferably in human resources, business, higher education, organizational development, or related field.

10+ years of progressively responsible experience in talent management, leadership development, organizational development, or HR leadership.

Extensive experience supporting organization-wide talent management programs including performance management, talent development, coaching, succession planning, workforce planning, and career development.

Demonstrated success leading enterprise-level initiatives in large, complex organizations.

Proven ability to influence executive leaders and navigate shared governance environments.

Strong strategic, analytical, and systems-thinking capabilities.

Strong business acumen with the ability to connect business strategy to practical talent solutions.

Exceptional stakeholder engagement and communication skills, with the ability to influence and collaborate across multiple levels of the organization.

Preferred Qualifications

Master's degree in human resources, organizational development, higher education, or a related field.

Experience in higher education, public sector, or other mission-driven institutions.

OD, Talent Management, SHRM-SCP or SPHR certifications.

Experience leading talent and leadership initiatives in unionized or decentralized environments.

Experience developing and presenting talent analytics, metrics, and insights to senior leader stakeholders.

Expertise with talent management platforms used in large institutions (e.g., Workday).

Working Conditions

Work is performed in a standard office or indoor university environment and involves minimal physical exertion.

Work Schedule and Work Arrangement

Monday through Friday 8:30 AM - 5:00 PM.

This position has the opportunity for a remote work schedule, which is defined by the University as an arrangement where the employee's work location is to work from a site other than the UMass Amherst campus. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy.

This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee's work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy.

Salary Information

Pay Grade:PSSAP Grade 32

Click here to view the Professional Staff Hiring Ranges

Special Instructions for Applicants

Along with the application, please submit a resume. References will be checked at the finalist stage. Please be prepared to provide contact information for three (3) professional references.

This position will remain open for the time period required by any applicable collective bargaining agreement and will continue until a suitable candidate pool is identified. Interested applicants are strongly encouraged to apply early.