The Manager of Talent Management will oversee the consultation, research, analysis, solution/service design, and solution/service delivery in support of talent management and organizational development (OD) initiatives.

As part of the Enterprise Learning & Organizational Development team, the Manager of Talent Management will work closely with the Director of Enterprise OD, OD Specialist, and internal business partners to design, develop, and deploy solutions for Clayton leaders that align with strategic business needs. This role will strengthen Clayton’s ability to enhance critical competencies via impactful frameworks, methodologies, and strategies for continuous development.

Manager of Talent Management Responsibilities

• Designs, implements and executes the vision and strategy for Talent Management as set by the VP of Learning & Development and Director of Organizational Development.

• Develops, executes on, and/or oversees the work of direct reports or other OD team members for successful completion of strategic talent initiatives for the Enterprise and Home Team including, but not limited to performance management, succession planning, TM success profiles, talent assessment, coaching, competency & skills assessment and career pathing.

• Partners with corporate compensation on joint initiatives related to job descriptions, skills/competency mapping, and career pathing.

• Collaborates with L&D and OD team members, BU partners, and third-party providers to design, develop, and/or curate aligned solutions.

• Develops and communicates solution proposals; clearly articulates business need, approach, solutions, recommendations, and rationale.

• Serves as a thought leader for talent management efforts; conducts and oversees ongoing research on industry best practices and applies as appropriate.

• Provides guidance on the use of assessment instruments in support of organizational development, recruiting, talent management, and leadership development programs and initiatives.

• Identifies skill and behavioral requirements and develops models and frameworks that become the target of enterprise development priorities.

• Partners with the OD Specialist, HRIS team, and Learning Technology Manager to mine and analyze talent and learning data to glean insights for prioritizing targeted organizational and talent management and/or development opportunities.

• Partner with Director, Organizational Development to turn research and recommendations into actionable programs and/or practices.

• Proposes aligned approach for designing, analyzing, identifying gaps, and designing recommended solutions to address organizational needs; manages team members to do the same.

• Leads the implementation of organizational development intervention processes at the mid-organization level and below from strategy alignment to project closing.

• Advises on the use of organizational change management best practices.

• Builds and maintains strong relationships with team members, leaders, key stakeholders, and external contacts to bolster alignment with and support of organizational development and talent initiatives; serves as a role model for team members in building and maintaining relationships.

• Works with the Director of OD and Manager, Learning & OD to maintain and recommend strategic alignment across projects in purpose and resource allocation.

• Define and refine processes and procedures across the OD team for continuous improvement and ideal partner/internal customer experience.

• Mentor team members on technical skills, professional development, and career pathing.

• Conduct regular 1:1s, evaluate performance, provide feedback, and complete performance reviews.

• Manage team’s day-to-day operations and provide overall direction and guidance.

Manager of Talent Management Requirements

Education: Bachelor’s degree in Organizational Development, Organizational Behavior, Leadership Development, Human Development, or I/O psychology or related field required. Master’s Degree in related field preferred.

Years of Related Experience: Minimum 5 years of experience in Talent Management and/or Organizational Development or related field required (5-8 years preferred); minimum 1-year leading people required; 2-3 years in management & development of direct reports preferred; 3-5 years in Learning & Development or related field preferred.

Licenses/Certifications: Certifications in organizational development, change management, coaching, and talent assessments (such as Hogan, TALENTx7, Caliper, etc.) preferred.

Manager of Talent Management Skills

• Strong theoretical background in talent management, organizational development, learning, and related theories (e.g., systems, psychology, etc.) as supported by formal training or education.

• Experience solving moderately complex problems, determining appropriate diagnostic methods, and solving individual business needs/problems and adapting approach based on organizational readiness.

• Strong consultative skills and experience working with and influencing business partners in the determination of organizational needs and opportunities.

• Ability to design informal and formal organizational and talent management solutions from a human-centered perspective to meet organizational needs and readiness; ability to analyze and select the most appropriate strategies, methodologies, and technologies to maximize experience and impact.

• Experience utilizing data gathering methodologies, including both qualitative and quantitative techniques (e.g., surveys, interviews, focus groups, etc.) to analyze assumptions, facts, and context, and skillfully adapting recommended solutions based on results.

• Experience working with director-level leaders and above preferred.

• Organizational savvy.

• Experience successfully leading and managing a team and mentoring direct reports in talent and/or OD and career pathing.

• Proven ability to influence and engage senior leadership to drive organizational priorities.

• Demonstrated skill in building consensus and influencing decision-making among executive stakeholders.

• Collaborative over competitive; team orientation with a desire to support the collective interests and development of the team.

• Ability to plan and prioritize multiple projects, meet deadlines, and act with flexibility and initiative to thrive in a dynamic, rapidly changing environment.

• Excellent written and oral communication skills; ability to tailor communication style to diverse audiences and to present complex information in a clear, concise, and understandable manner.

• High degree of integrity to work with discretion, maintain confidentiality, and build the trust of the team and business partners.

Why Clayton?

Full-time team members have the flexibility to create their own health, dental, and vision benefits package. Clayton provides competitive 401K programs, including investment options and company matching for full and part time team members after one year to help our team members achieve their financial goals. Additional benefits include paid parental leave, tuition reimbursement, Employee Assistance Programs, and more.

As part of Clayton’s commitment to Opening Doors to a Better Life, Clayton is now providing paid time for Team Members to volunteer to causes that are meaningful to them through the Clayton Impact program.

At Clayton, we encourage holistic wellness with physical, nutritional, social, financial, spiritual and occupational programs available online or in-person for team members. Clayton’s Home Office campus offers an onsite restaurant, onsite fitness facility with full gym, in-person and virtual workout classes, yoga / barre studio, volleyball and basketball courts, walking paths, and a disc golf course.

Clayton is committed to creating an inclusive workplace. Clayton is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.

Compensation Grade Pay Range

$122,445.00 - $153,055.00

Business Unit - B00015

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