talent management manager

Mohawk Valley Health System

<div><div><div><h2 class="jobSectionHeader">Job Summary</h2></div><div>
The Manager of Talent Acquisition provides leadership and operational oversight for the Talent Acquisition function. Reporting directly to the Director of Talent Acquisition, this role is responsible for partnering with the Director in the development and execution of enterprise-wide recruitment strategies that align with organizational workforce planning objectives. The Manager leads, mentors, and develops the Talent Acquisition team while serving as an advisor to leadership, HR Business Partners, and hiring managers.
This position directly supervises Talent Acquisition Partners and Employment Coordinators, ensuring service excellence, operational consistency, and achievement of recruitment performance metrics. The Manager oversees full-cycle recruitment operations, is a partner with employer branding, workforce analytics, process optimization, and compliance with all federal, state, and local employment regulations. The role ensures a high-quality, consistent candidate and hiring manager experience while advancing diversity, equity, and inclusion initiatives to attract top talent.</div></div><div><div><h2 class="jobSectionHeader">
Core Job Responsibilities</h2></div><div>
Leadership and Team Management: Provide direct supervision, coaching, and performance management for Talent Acquisition Partners and Employment Coordinators. Establishes clear goals, service standards, and accountability measures. Conduct performance evaluations, assists with time off and payroll functions, support professional development, and foster a culture of continuous improvement and collaboration. Makes recommendations on assignments for areas of coverage for Talent team, and will assist with Talent workloads as needed.
Training and Development: Training and skill development on full cycle recruitment to the TA team and management at meetings on behalf of Talent Acquisition and Human Resources. Utilizes metrics and observation to assess competency and provides appropriate feedback and coaching.
Data Analytics: Assist in assessing and implementing appropriate Talent related metrics, partners with HRIS to create useful reports, uses analytics to measure and monitor ongoing talent acquisition programs and customer satisfaction, operational effectiveness, efficiency and return on investments by gathering actionable data and conducting qualitative and quantitative analysis.
Consult: Consult with organizational leaders to define their strategic workforce needs as a foundation for understanding their recruitment needs. Trains and support Talent team in assisting hiring managers with establishing value propositions which will be used to campaign for positions open for recruitment.
Sourcing: Develop and leverage appropriate sourcing techniques to cultivate a talent pool of qualified candidates. Makes recommendation on new sourcing approaches and successfully implements and trains Talent team.
Community Sourcing: Directs and supports Talent Acquisition in building relationships with professional organizations, colleges and schools, community agencies in order to identify and recruit a diverse slate of candidates for all positions.
Marketing/Advertising: In collaboration with the Director of Talent, Marketing and the hiring manager, created compelling value proposition/advertising material for sourcing, special events and advertising.
Compensation: Assures Talent Acquisition team is following established compensation tools and guidelines to determine compensation offers, which may include performing equity analysis, assessing loan repayment, relocation and sign on bonus options.
Benefits: Partners with benefits manager to plan to assure that Talent team is providing accurate and complete information related to all benefits and discounts, provides guidance and recommendations to benefits on identified Total Reward improvements following market trends and highlighting us an employer of choice.
Onboarding: Manages the Talent Acquisitions and Employment Coordinator teams to ensure new hires and transfers are guided successfully through the onboarding/transfer process smoothly engagement interactions.
Federal/State/Local Legislation: Possess a mastery of applicable Federal, State, and local laws and regulations, pertaining to full cycle recruitment and onboarding.
HRIS/ATS: Possess a mastery of applicant tracking systems to facilitate efficiency in recruitment processes. Involved in recommending and implementing system improvements.
Special Projects/Initiatives: Leads and supports special projects and initiatives, or portions of larger projects and initiates, as assigned.</div></div><div><div><h2 class="jobSectionHeader"> 
Education/Experience Requirements</h2></div><div>
REQUIRED:<ul><li>
Bachelor's degree in Human Resource Management, Business Administration, a related field</li><li>
A minimum of five years of related talent acquisition experience, one in a leadership capacity</li><li>
Demonstrated knowledge of talent acquisition, human resources, employment laws and regulations</li><li>
Excellent oral and written communication and skills with all levels of the organization.</li></ul>
PREFERRED:<ul><li>
Leadership experience, formal or informal</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Licensure/Certification Requirements</h2></div><div>
PREFERRED:<ul><li>
Recruiter certification</li><li>
SPHR, SHRM or related certification.</li></ul></div></div><div><div><h2 class="jobSectionHeader">
Disclaimer</h2></div><div>
Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, ethnicity, age, gender (including pregnancy, childbirth, et al), sexual orientation, gender identity or expression, protected veteran status, or disability. 
Successful candidates might be required to undergo a background verification with an external vendor.</div></div><div><div><h2 class="jobSectionHeader">
Job Details</h2></div><div>
Req Id 97543 
Department HUMAN RESOURCES 
Shift Days 
Shift Hours Worked 8.50 
FTE 1 
Work Schedule SALARIED MANAGEMENT 
Employee Status A1 - Full-Time 
Union Non-Union 
Pay Range $100k - $140k/Annually</div></div></div>

Manager, Talent Acquisition - Full Time - Days

Gila River Resorts & Casinos

<div>Closing Date: May 4, 2026 at 4:00 PM
Salary: Depends On Experience (DOE)

POSITION SUMMARY

The Talent Development Manager is responsible for leading enterprise-wide talent strategies that enhance employee growth, strengthen leadership pipelines, and drive organizational performance. This role oversees performance management, succession planning, leadership development, and enterprise-wide HR development programs&mdash;including mentorship and career pathing. The Talent Development Manager partners closely with executive and department leadership to ensure a consistent and scalable approach to developing talent across all levels of the organization.

In this highly collaborative and strategic position, the Talent Development Manager will lead the design, implementation, and continuous improvement of learning and development initiatives that align with business priorities, promote internal mobility, and support a high-performance culture. 


ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Talent Strategy &amp; Program Management
<ul><li>Lead the design and execution of talent development strategies that align with organizational goals and support employee engagement, retention, and growth.</li></ul>
<ul><li>Oversee and evolve enterprise-wide HR programs such as the mentorship program, internal career development initiatives, and leadership onboarding.</li></ul>
<ul><li>Serve as a strategic thought partner to HR and operational leaders in building a culture of continuous development.</li></ul>

Performance Management &amp; Coaching Culture
<ul><li>Manage the enterprise performance management process, including goal-setting, mid-year checkpoints, year-end reviews, and calibration.</li></ul>
<ul><li>Develop tools and training to support leaders in giving feedback, coaching, and conducting effective performance conversations.</li></ul>
<ul><li>Leverage performance data to identify trends, gaps, and development priorities.</li></ul>

Succession Planning &amp; Leadership Development
<ul><li>Partner with HR Business Partners and department leaders to identify critical roles and successors, and build readiness pipelines.</li></ul>
<ul><li>Implement frameworks for assessing talent potential and identifying future leaders.</li></ul>
<ul><li>Support leadership development efforts including cohort-based learning, executive development plans, and high-potential programs.</li></ul>

Mentorship &amp; Employee Development Programs
<ul><li>Manage and scale the internal mentorship program, including mentor matching, curriculum, and progress tracking.</li></ul>
<ul><li>Develop career pathing resources, workshops, and internal mobility strategies that empower employees to own their development journey.</li></ul>
<ul><li>Track participation and impact metrics to demonstrate program value and inform improvements.</li></ul>

Team &amp; Stakeholder Collaboration
<ul><li>Lead a team of learning and development professionals and/or program coordinators; provide coaching, support, and project oversight.</li></ul>
<ul><li>Collaborate cross-functionally with HR, DEI, and department leadership to ensure talent strategies are inclusive and aligned with enterprise values.</li></ul>
<ul><li>Serve as an internal consultant and subject matter expert for talent-related topics.</li></ul>

Evaluation &amp; Continuous Improvement
<ul><li>Establish KPIs to evaluate the effectiveness of talent development programs.</li></ul>
<ul><li>Use data to tell a story, influence stakeholders, and refine offerings.</li></ul>
<ul><li>Stay current with industry trends, learning technology, and best practices in adult learning, leadership, and organizational development.</li></ul>
<ul><li>Performs other special projects and duties as assigned.</li></ul> 


SUPERVISORY RESPONSIBILITIES

Directly supervises multiple personnel. Carries out supervisory responsibilities in accordance with the organization&rsquo;s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.</div>

Talent Development Manager

M.R. Williams

<div>Description:

About M.R. Williams, Inc.
M.R. Williams, Inc. is a family-owned business where convenience distribution is done differently. Established in 1976, M.R. Williams, Inc. has evolved throughout the years, partnering with the convenience store channel to provide not only products and customer service but technological solutions unlike any other. Our employees understand that their purpose is to make every decision by first asking how it will impact the customer. We take pride in understanding our customers&rsquo; needs and providing solutions through our selfless service and continuous search for improvement. We are excited to find talented individuals who share our passion for our customers.
Novelty Express is a leading provider of novelty and impulse items for convenience stores, truck stops, travel centers, and other retail outlets. It is a division of M.R. Williams, Inc., serving customers via a DSD model.
WilFoods, LLC, our sister company, offers a comprehensive selection of proprietary grab-n-go products, with custom label availability. We operate state-of-the-art facilities, handle all the staffing and regulatory requirements, and more. Our products are available for distribution to various industries, including convenience stores, schools, prisons, office parks, and more.
All MR Williams employees are to demonstrate behaviors in harmony with MR Williams' values of Sincere Commitment, Selfless Service, and Never Satisfied.
Position Summary
The Talent Manager primary duty is the acquisition and development of talent. The Talent Manager will ensure that MRW is properly sourcing, screening, and hiring talent in accordance with all local and federal labor laws as well as ensuring that talent meets the needs of the business unit. The Talent Manager will also work with the VP of Human Resources, and resolve any in VP of Human Resources absence, in investigating and handling any Employee Relations concerns that may arise.
Requirements:

Essential Duties and Responsibilities<ul><li>
Ability to effectively elicit/provide information to and from appropriate individuals (including, but not limited to, supervisors, co-workers, and clients) via strong communication skills; proficiency in the English language may be required.</li><li>
Excellent follow-up and time management skills; must be able to work productively in a fast-paced environment with little direct supervision.</li><li>
Ability to clearly and concisely draft various types of written correspondence</li><li>
Complete the hiring process within defined metrics to minimize overall time-to-fill. Develop appropriate marketing strategies, define roles and responsibilities of the hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire.</li><li>
Provide creativity in sourcing talent, including job boards, career fairs, social media, workforce centers, non-profits, schools, military contacts, and other organizations.</li><li>
Research and recommend new sources for active and passive candidate recruitment.</li><li>
Develop a pool of qualified talent in advance of a need.</li><li>
Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.</li><li>
Manage the applicant tracking system.</li><li>
Develop and facilitate presentations and training.</li><li>
Properly handle any employee relations issues that may arise.</li><li>
Provide feedback to leaders of all levels so that they may develop and grow.</li><li>
Handle any ADA and FMLA concerns.</li><li>
Management retains the discretion to add or change duties at any time.</li></ul>
Education, Experience and Skills Required<ul><li>
Associate degree (AA) or equivalent from a two-year college or technical school, or six months to one year of related experience and/or training; or equivalent combination of education and experience</li><li>
Minimum of two years of experience recruiting</li><li>
Sound knowledge and thorough understanding of internet recruitment resources</li><li>
Advanced cold calling and recruiting skills, as well as demonstrated follow-up ability on all recruitment activities.</li><li>
Intermediate level skills using MS Office software products (MS Word, Excel, PowerPoint)</li><li>
Strong interpersonal and communication skills; ability to communicate with candidates, clients, and co-workers clearly and effectively in an effective manner via phone, Teams, and email to establish/maintain professional business relationships.</li><li>
Bilingual (Spanish - English) preferred but not required.</li></ul>
Physical Requirements, Working Conditions, and Travel Requirements<ul><li>
Physical Requirements</li><li>
Must be able to lift up to 20 pounds.</li><li>
Must be able to push up to 20 pounds.</li><li>
Must be able to pull up to 20 pounds.</li><li>
Must be able to sit for long periods of time.</li><li>
Limited Overnight Travel Required</li></ul></div>

Talent Manager – Bilingual (Spanish/English Preferred)

Aspen Avionics

Talent Acquisition ManagerOverviewWe are a rapidly scaling aerospace and avionics company building next-generation drone technologies. As we enter a critical growth phase, we are investing heavily in world-class talent across engineering, manufacturing, and operations.We are seeking a hands-on Talent Acquisition Manager to build and lead our recruiting function from the ground up. This role is ideal for someone who thrives in high-growth environments and can operate both strategically and tactically.You will design scalable recruiting processes, shape our employer brand, and personally recruit top-tier talent across technical and non-technical roles. This is a high-impact opportunity to define how we attract and hire talent as we scale.Duties<ul><li>Design and implement end-to-end recruiting processes, tools, and infrastructure.</li><li>Own the full recruitment lifecycle, including sourcing, screening, interviewing, and onboarding of candidates.</li><li>Deliver an exceptional candidate experience from first touch through first day.</li><li>Partner closely with hiring managers to define role requirements and hiring strategies, and to source and engage both active and passive candidates in a highly competitive talent market.</li><li>Develop creative sourcing strategies for hard-to-fill technical roles and build diverse talent pipelines for both technical and non-technical roles.</li><li>Design and implement leadership training on hiring practices, interview techniques, and selection of candidates.</li><li>Build and maintain strong, performance-driven relationships with vendors, setting clear expectations on candidate quality, timelines, and communication.</li></ul>Qualifications<ul><li>7+ years of full-cycle recruiting experience, including experience in high-growth environments</li><li>Proven success recruiting for technical and non-technical roles in aerospace, defense, robotics, drones, or adjacent industries</li><li>Track record of building or significantly improving recruiting processes and infrastructure</li><li>Experience supporting talent acquisition within organizations that operate as government contractors or subcontractors, including a strong working knowledge of applicable federal, state, and local regulations governing employment practices in the government contracting space.</li><li>Ability to operate both strategically and tactically in a fast-paced environment</li><li>Strong sourcing and closing skills, including senior and hard-to-fill roles</li><li>Data-driven mindset with experience using recruiting metrics to inform decisions</li><li>Excellent stakeholder management and communication skills</li></ul>Pay: $110,000.00 - $135,000.00 per yearBenefits:<ul><li>Dental insurance</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Retirement plan</li><li>Vision insurance</li></ul>Work Location: Hybrid remote in Phoenix, AZ 85027

Talent Acquisition Manager

Samsung Electronics

<div>Position Summary
Headquartered in Englewood Cliffs, N.J., Samsung Electronics America, Inc. (SEA), the U.S. Sales and Marketing subsidiary, is a leader in mobile technologies, consumer electronics, home appliances, enterprise solutions and networks systems. For more than four decades, Samsung has driven innovation, economic growth and workforce opportunity across the United States&mdash;investing over $100 billion and employing more than 20,000 people nationwide. By integrating our large portfolio of products, services and AI technology, we&rsquo;re creating smarter, sustainable and more connected experiences that empower people to live better. SEA is a wholly owned subsidiary of Samsung Electronics Co., Ltd. 
To learn more, visit Samsung.com. For the latest news, visit news.samsung.com/us.
Role and Responsibilities
Reporting to the Director of Talent &amp; Culture, the Talent &amp; Culture Manager plays a pivotal role in supporting all pillars of the Talent &amp; Culture team by promoting cohesion and ensuring successful execution of key initiatives.
The Talent &amp; Culture Manager will serve as a central point of coordination, helping to streamline efforts across teams, track progress against priorities, and ensure consistency in how programs are delivered. With a focus on enablement, and collaboration, this role enhances visibility, reduces complexity, and contributes to a more engaging employee experience.
Program Enablement<ul><li>
Support the development and delivery of culture-focused programs that build organizational capability (e.g., cultural competence, inclusive leadership, psychological safety, collaboration, coaching)</li><li>
Offer coordination and support across key talent processes including feedback cycles, talent review, succession planning, etc.</li><li>
Streamline efforts across teams, track progress against priorities, and ensure consistency in how programs are delivered</li><li>
Help ensure engagement initiatives reinforce desired cultural behaviors and leadership expectations</li></ul>
Operational Excellence
<ul><li>Support the planning and execution of key global initiatives through cross-functional collaboration with program owners across all pillars of the Talent and Culture team</li><li>
Ensure culture principles are embedded into core program offerings and processes, and are evident across our employee experience touchpoints</li><li>
Analyze talent and culture-related strengths, risks, and opportunities using mixed methods (e.g., engagement trends, qualitative insights, focus groups, listening sessions)</li><li>
Assess cultural readiness for change and identify risks such as resistance, uncertainty, or change fatigue</li></ul>
ERG Stewardship<ul><li>
Partner with ERG leaders, sponsors, and stakeholders to promote consistency, effectiveness, and alignment with enterprise goals</li><li>
Refine ERG and Affinity Group governance models, maturity standards, and impact measurements</li><li>
Provide strategic oversight and direction to direct report(s) responsible for supporting ERG Operations and Project Management</li></ul>
Skills and Qualifications<ul><li>
Bachelor&rsquo;s degree in Business, Human Resources, Industrial&ndash;Organizational Psychology, Organizational Development, or related field preferred</li><li>
6+ years of experience in talent and culture, organizational development, DEI, employee engagement, or related people-focused roles</li><li>
Experience designing and delivering culture or engagement programs at scale</li><li>
Strong consultative and stakeholder management skills across HR and business leaders</li><li>
Excellent facilitation, communication, and analytical skills</li></ul>
Preferred Qualifications:<ul><li>
Experience applying behavioral science or I/O Psychology principles in organizational settings</li><li>
Experience partnering with ERGs or similar employee-led communities at an enterprise level</li><li>
Experience supporting organizational change or transformation initiatives</li><li>
Familiarity with employee listening tools and engagement analytics</li><li>
Experience working in complex, matrixed organizations</li></ul>
Life @ Samsung - https://www.samsung.com/us/careers/life-at-samsung/
Benefits @ Samsung - https://yoursamsungbenefits.com/home/
The salary range for this role is expected to be between $120,000 and $157,000. Actual pay will be determined considering factors such as relevant skills and experience, and comparison to other employees in the role.
Regular full-time employees (salaried or hourly) have access to benefits including: Medical, Dental, Vision, Life Insurance, 401(k), Employee Purchase Program, Tuition Assistance, Paid Time Off, Student Loan Program (after 6 months), Wellness Incentives, and many more. In addition, regular full-time employees (salaried or hourly) are eligible for MBO bonus compensation, based on company, division, and individual performance. 
At Samsung, we believe that innovation and growth are driven by an inclusive culture and a diverse workforce. We aim to create a global team where everyone belongs and has equal opportunities, inspiring our talent to be their true selves. Together, we are building a better tomorrow for our customers, partners, and communities.<ul><li>Samsung Electronics America, Inc. and its subsidiaries are committed to employing a diverse workforce, and provide Equal Employment Opportunity for all individuals regardless of race, color, religion, gender, age, national origin, marital status, sexual orientation, gender identity, status as a protected veteran, genetic information, status as a qualified individual with a disability, or any other characteristic protected by law.</li></ul>
Reasonable Accommodations for Qualified Individuals with Disabilities During the Application Process
Samsung Electronics America is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application process. If you have a disability and require a reasonable accommodation in order to participate in the application process, please contact our Reasonable Accommodation Team (855-557-3247) or SEA_Accommodations_Ext@sea.samsung.com for assistance. This number is for accommodation requests only and is not intended for general employment inquiries.</div>

Manager, Culture & Talent

Family Dollar

<div>The Talent Acquisition (TA) team provides world-class recruiting services that are a strategic part of enabling the company to deliver on organizational goals. TA guides the recruiting of top talent while providing a positive candidate experience, inclusive hiring strategies, and guidance on legal compliance to protect the brand. The department consistently ensures best practices through internal collaboration, external benchmarking and leveraging technology. 
The Manager, Talent Acquisition is responsible for directing the corporate Talent Acquisition team in meeting the full cycle recruiting efforts (e.g., sourcing, screening, selecting) in a timely manner for the Store Support Center while ensuring compliance with EEO and ADA guidelines as well as Company policies. 
Principal Duties &amp; Responsibilities:<ul><li>
Responsible for overseeing hiring at the Store Support Center while ensuring a positive candidate experience.</li><li>
Direct Talent Acquisition team in developing and managing working relationships with hiring managers.</li><li>
Recruit, train, manage and develop Talent Acquisition team to meet department goals (candidate quality, time to fill, etc.) and ensure compliance with federal and state laws governing employment practices as well as compliance with Company policies.</li><li>
Develop comprehensive sourcing strategies for attracting and acquiring top talent; develop new sources for recruiting in a highly competitive environment.</li><li>
Utilize compensation knowledge as it relates to designing offers and attracting new hires; partner with the Compensation department to ensure consistent application of Family Dollar&rsquo;s compensation philosophy.</li><li>
Develop effective working relationships and provide excellent, progressive customer service to internal clients.</li><li>
Manage and optimize Candidate Relationship Management System (CRM) and Applicant Tracking System (ATS) to ensure quality process and results.</li><li>
Direct the Talent Acquisition team in building and maintaining relationships with college/university career centers.</li><li>
Direct the Talent Acquisition team by building and managing relationships with third party agencies for both temporary and direct placement needs within the organization. Ensure agreements with third party vendors meet company guidelines and requirements.</li><li>
Other duties as assigned.</li></ul> 
Qualifications:
Bachelor&rsquo;s degree (BA/BS) required in Human Resources, Business Administration, or a related discipline; Master&rsquo;s Degree a plus.
Minimum of 7-10 years of recruiting experience in a leadership/management role; Experience and understanding of staffing metrics and experience with creative sourcing techniques.
Ability to lead team of highly skilled recruiters. Expertise in a variety of interviewing skills and techniques. Working knowledge of state and federal employment law is helpful. Demonstrated ability to build relationships with hiring managers. Excellent verbal and written communication skills; excellent customer service skills; Must be able to maintain confidentiality.
Microsoft Office Proficiency (Word, Excel, Outlook); Prior experience with Phenom and Workday or a similar Applicant Tracking System a plus. 
Why Family Dollar
At Family Dollar, we are committed to operational excellence, innovation, and delivering value to our customers and communities. This role offers the opportunity to shape how outsourced services support a large, dynamic retail organization and to make a measurable impact across the enterprise.
Family Dollar is an equal opportunity employer and committed to recruiting, hiring, training, and promoting qualified people of all backgrounds, and making all employment decisions without regard to any protected status. We are committed to complying with the Americans with Disabilities Act (ADA) and providing reasonable accommodations to qualified individuals with disabilities.
Full time
510 Volvo Parkway,Chesapeake,Virginia 23320
Talent Acquisition
Family Dollar</div>

Manager, Talent Acquisition

Oliver Wyman

<div>
 Oliver Wyman is looking to bring onboard an experienced professional as a Talent Manager (staffing / resource management) to join our IMEA Talent Management Team!
 
 
 This role is based out of our Dubai office.
 
 
 
 Job Overview:
 
 
 
 We are looking for an exceptional individual to join the Talent Management (TM) Team for India, Middle East and Africa. This is a highly demanding position in a fast-paced, professional services environment.
 
 
 The IMEA region covers several countries, and this role would be responsible for staffing, developing, retaining and managing the consultant population of 80+ individuals as well as leading on all talent related topics for at least one of the practices.
 
 
 This role is integral to the smooth running of the business.
 
 
 
 Key Responsibilities:
 
 
 
 
 Staffing of Projects and Practice Management
 
 
 
 <ul>
 <li>
 Independently staff consultants (Associates&ndash;Principals) across IMEA for selected practices (:80+ consultants)
 </li>
 <li>
 Serve as trusted business partner to Industry Heads, Office and Market Leads; secure buy‑in for staffing options and decisions.
 </li>
 <li>
 Run regular meetings with Industry Heads, Office and Market Leads
 </li>
 <li>
 Understand consultant performance, skills and development needs to facilitate a smooth staffing process
 </li>
 <li>
 Understand consultant skills, development goals and preferences in order to drive their personal development through strategic staffing
 </li>
 <li>
 Understand the pipeline of potential projects and be proactive in raising issues and concerns
 </li>
 <li>
 Team and collaborate with other Talent Managers within IMEA and in other regions to find solutions on a wide array of topics (i.e. staffing, business development etc.)
 
 
 </li>
 </ul>
 
 Talent Management
 
 
 
 <ul>
 <li>
 Build relationships with consultants and develop a rounded view of their capabilities, professional goals and interests
 </li>
 <li>
 Manage the information and dialogues around wellbeing and work-life balance of consultants
 </li>
 <li>
 Partner with key stakeholders in the business to discuss a wide variety of strategic priorities: practice pyramid and capacity planning, utilization, performance management, overall staffing process, engagement etc.
 </li>
 <li>
 Collaborate with Performance Management to identify training needs of consultants
 </li>
 <li>
 Collaborate with HC Operations on any HC-related topics related to pool of consultants
 </li>
 <li>
 Work closely with the Regional Head of TM to lead or get involved in a variety of Talent projects/initiatives in the IMEA region when the need arises
 
 
 </li>
 </ul>
 
 Performance Management
 
 
 
 <ul>
 <li>
 Understand the competency model of consultants and have discussions on ways in which they can improve their toolkit
 </li>
 <li>
 Actively engage in the Mid-Year and Year-End review process working closely with the Performance Management function and participate in review processes
 </li>
 <li>
 Work closely with the Performance Management function, reviewing consultant performance on a weekly basis discussing trends and proposed solutions with the business
 </li>
 <li>
 Partner with career advisors and consultants to develop thoughtful career discussions and plans
 
 
 </li>
 </ul>
 
 Reporting
 
 
 
 <ul>
 <li>
 Review and interpret reports (e.g., utilization, staffing, OW Balance) to identify trends and actions
 </li>
 <li>
 Coordinate the production of weekly consultant availability long lists and keep these up to date throughout the week
 </li>
 <li>
 Maintain accurate and timely data in Certinia (resource planning database) with TM Operations support; ensure starter/leaver, training, time‑off and any other data is accurately reflected
 </li>
 <li>
 Contribute to the monthly Timesheet Variance process
 
 
 </li>
 </ul>
 
 Experience Required:
 
 
 
 <ul>
 <li>
 Ideal candidates will have a bachelor&rsquo;s degree and 5+ years of relevant professional experience in a fast-paced and dynamic client services business environment, ideally from a Management Consulting or Big 4 Consulting firm
 </li>
 <li>
 Experience balancing ever-changing work demands in a challenging environment with numerous stakeholders to satisfy
 </li>
 <li>
 Proven ability to foster relationships at all levels of the organization
 
 
 </li>
 </ul>
 
 Skills and Attributes:
 
 
 
 <ul>
 <li>
 Excellent communication, teaming and organizational skills
 </li>
 <li>
 Ability to provide strategic guidance on any HR related area to the business
 </li>
 <li>
 Ability to create trusted relationships with stakeholders in the business
 </li>
 <li>
 Highly self-motivated with excellent interpersonal skills and the ability to work effectively with diverse personalities and different cultures
 </li>
 <li>
 Ability to juggle several tasks at once, organize, prioritize and manage own time
 </li>
 <li>
 Flexible attitude, hard-working, be prepared to step outside of job description if needed
 </li>
 <li>
 Attention to detail and high level of accuracy
 </li>
 <li>
 Ability to work with confidential data
 </li>
 <li>
 A team player able to function independently, but collaboratively, in a fast-paced environment
 </li>
 <li>
 An individual known for their enthusiasm, integrity and willingness to &ldquo;roll up their sleeves&rdquo; to get the job done, even the more mundane aspects of the job
 
 
 </li>
 </ul>
 
 Technical Skills:
 
 
 
 <ul>
 <li>
 Strong Word, Excel, PowerPoint and Outlook skills.
 </li>
 <li>
 Fluent in English (written and verbal)
 </li>
 <li>
 Experience working with a resource management system highly desirable
 </li>
 <li>
 Proficient with data analysis and reporting
 
 
 </li>
 </ul>
 Oliver Wyman is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information, visit oliverwyman.com, or follow us on LinkedIn and X.
 
 
 Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age, background, disability, ethnic origin, family duties, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, skin color, or any other characteristic protected by applicable law.
 
 
 Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one &ldquo;anchor day&rdquo; per week on which their full team will be together in person.
 
 
 
 R_327342
 
</div>

Oliver Wyman - Talent Manager (Staffing / Resource Management) - Dubai

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