talent manager

Perpetua Resources

About The PositionThe Talent Manager leads recruitment and talent management efforts to ensure the company attracts, develops, and retains a skilled, safety‑focused, and high‑performing workforce. This role is responsible for end‑to‑end recruiting for hourly, technical, professional, and leadership roles, while also driving performance management, succession planning, and workforce development initiatives. Partnering closely with leaders across the organization, including projects, operations, and corporate teams, the Talent Manager ensures the right talent is in place to meet business objectives, support regulatory compliance, and sustain a strong safety and performance culture across the company.Essential Duties and ResponsibilitiesTalent Acquisition &amp; Workforce Planning<ul><li>Lead recruiting efforts for hourly, skilled trades, technical, supervisory, and leadership roles across the company.</li><li>Develop workforce plans aligned with operational readiness, production targets, maintenance schedules, expansion projects, and succession needs.</li><li>Build talent pipelines for hard‑to‑fill roles such as equipment operators, mechanics, electricians, engineers, geologists, and supervisors.</li><li>Partner with operations leaders to forecast labor needs for shifts, shutdowns, and capital projects.</li><li>Support local hiring initiatives and community engagement efforts in remote or rural locations.</li></ul>Talent Development &amp; Leadership Capability<ul><li>Implement and manage performance management programs aligned with operational goals and safety standards.</li><li>Identify high‑potential employees and support succession planning for critical site and corporate roles.</li><li>Partner with safety and technical teams to support training programs, certifications, and skills development.</li><li>Support frontline and mid‑level leadership development, including supervisor readiness and coaching.</li><li>Promote career progression and internal mobility across the business.</li></ul>Employee Engagement &amp; Retention<ul><li>Support onboarding programs that emphasize safety culture, operational discipline, and site expectations.</li><li>Monitor turnover, absenteeism, and engagement trends; recommend retention and engagement strategies.</li><li>Serve as a trusted advisor to employees and leaders on performance, career development, and workforce concerns.</li></ul>Talent Analytics &amp; Continuous Improvement<ul><li>Track and analyze workforce metrics such as time‑to‑fill, turnover, bench strength, certification readiness, and internal promotions.</li><li>Use data to inform workforce decisions and improve talent processes.</li><li>Continuously improve recruiting, development, and talent management practices to meet operational demands.</li></ul>Schedule &amp; LogisticsThe work location for the Talent Manger may be based at Perpetua&rsquo;s offices in Boise or Donnelly, Idaho with hybrid work flexibility as appropriate. The employee is required to provide his/her own transportation to the assigned office. Travel may be required to Stibnite, Donnelly, Boise and contractor offices as related to job needs.Required Knowledge, Skills and Abilities<ul><li>Bachelor&rsquo;s degree in human resources, business administration, I/O psychology, or a related field (or equivalent experience).</li><li>7+ years of experience in talent management, HR, or workforce planning, preferably in mining, heavy industry, manufacturing, construction, or energy.</li><li>Experience supporting safety‑critical, operations‑driven environments.</li><li>Strong understanding of hourly workforce dynamics, skilled trades, and frontline leadership roles.</li><li>Proven ability to partner effectively with site leaders and operational teams.</li></ul>Preferred Qualifications<ul><li>Experience in surface or underground mining operations.</li><li>Familiarity with mining industry workforce practices.</li><li>HR certification (e.g., SHRM‑CP/SCP, PHR/SPHR).</li></ul>Key Competencies<ul><li>Safety‑first mindset</li><li>Workforce and succession planning</li><li>Leadership development and coaching</li><li>Data‑driven decision making</li><li>Relationship building in operational environments</li><li>Sound judgment and confidentiality</li></ul>Physical &amp; Environmental Requirements<ul><li>Regular travel to Stibnite site, and other company locations.</li><li>Exposure to industrial work environments (appropriate PPE required).</li><li>Hours may vary to support shift operations, shutdowns, or peak staffing needs.</li></ul>What We OfferAt Perpetua Resources, we are committed to supporting our employees with a comprehensive benefits package that promotes well-being, financial security, and career growth. We believe in fostering a workplace where our team members thrive personally and professionally.What We Offer:✅Health &amp; Wellness<ul><li>Comprehensive medical, dental, and vision insurance</li><li>Health savings account (HSA) available with eligible health plan choice</li><li>Employee assistance program (EAP) for mental health and well-being</li><li>Company-paid Life Flight membership for employees/immediate family</li><li>Pre-tax Flexible Spending Accounts (FSAs) for medical and dependent care expenses</li></ul>✅Financial Security<ul><li>Competitive salary</li><li>Short-Term Incentive Plan (STIP) &ndash; Annual performance-based bonus program</li><li>Long-Term Incentive Plan (LTIP) &ndash; Equity-based compensation for long-term success</li><li>401(k) retirement plan with company matching contributions</li><li>Employee Assistance Program</li></ul>✅Work-Life Balance<ul><li>Paid time off (PTO) and company-recognized holidays</li><li>Parental leave</li><li>Flexible work arrangements (role-dependent)</li></ul>✅Professional Growth<ul><li>Career advancement opportunities within a growing company</li><li>Industry conference attendance and networking opportunities</li><li>Internal training programs and cross-functional learning</li></ul>✅Additional Perks<ul><li>Company-paid professional memberships (e.g., industry associations, networking groups)</li><li>Travel assistance and reimbursement for work-related conferences or site visits</li><li>Commitment to sustainability and community engagement</li></ul>At Perpetua Resources, we take pride in creating a workplace where employees feel valued and empowered. If you're looking for a career that combines purpose, growth, and a strong team environment, we&rsquo;d love to have you join us!Pay: $100,000.00 - $150,000.00 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Flexible spending account</li><li>Health insurance</li><li>Health savings account</li><li>Life insurance</li><li>Paid time off</li><li>Retirement plan</li><li>Vision insurance</li></ul>Work Location: In person

Talent Manager

H.B. Fuller

<div>Sr. Talent Manager
St. Paul, Minnesota, USA
Hybrid - Remote/Onsite 

<div>As the largest pureplay adhesives company in the world, H.B. Fuller&rsquo;s (NYSE: FUL) innovative, functional coatings, adhesives and sealants enhance the quality, safety and performance of products people use every day. Founded in 1887, with 2024 revenue of $3.6 billion, our mission to Connect What Matters is brought to life by more than 7,500 global team members who collaborate with customers across more than 30 market segments in over 140 countries to develop highly specified solutions that enable customers to bring world-changing innovations to their end markets. Learn more at www.hbfuller.com.
Position Overview
The Sr. Talent Manager leads global talent programs that support employee performance, leadership readiness, and organizational effectiveness. This role focuses on maturing, governing, and continuously improving enterprise-wide processes that are already in motion, including performance management, succession planning, career tracks, onboarding strategy, job architecture, and employee engagement. The position partners closely with HR Business Partners, HRIS, Compensation, and senior leaders, with regular exposure to the Executive Committee.
Primary Responsibilities<ul><li>
Lead global performance and merit processes, including mid-year and year-end cycles, annual planning, and process enhancements.</li><li>
Manage succession planning and talent review processes, ensuring leadership pipeline visibility and governance.</li><li>
Complete, maintain, and govern global career track frameworks that enable internal mobility and transparency.</li><li>
Develop and manage job architecture, including job families, job descriptions, career levels, and system alignment.</li><li>
Own the Employee Voice and engagement programs, providing structure, governance, and actionable insights.</li><li>
Oversee global mentorship programs and ERG partnerships in collaboration with business stakeholders.</li><li>
Design and evaluate global onboarding strategies to ensure consistent, scalable experiences.</li><li>
Track and analyze talent data across programs, presenting insights and recommendations to senior leaders and executive audiences.</li></ul>
Minimum Requirements<ul><li>
Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business, or a related field.</li><li>
6+ years of experience in talent management or organizational development within a global organization.</li><li>
Demonstrated experience delivering programs such as performance management, succession planning, or career development.</li><li>
Experience analyzing talent data and presenting insights to senior-level stakeholders.</li><li>
Authorization to work in the applicable country without employer sponsorship.</li></ul>
Preferred Requirements<ul><li>
Familiarity with HR technology platforms supporting talent management processes, preferably Workday.</li><li>
Experience facilitating talent-related discussions with senior leaders and cross-functional partner</li><li>
Experience governing or scaling talent programs that were previously partially implemented.</li></ul> 
#LI-LK1
Pay is based on several factors including but not limited to education, work experience, certifications, and geographic location.
The salary for this role is $115,000-$140,000.
In addition to your salary, H.B. Fuller offers employees a competitive total rewards package including comprehensive benefits, incentive and recognitions programs, health &amp; wellness benefits, 401K contributions, paid time off and paid holidays. Eligibility may vary.
H.B. Fuller is an Equal Employment Opportunity employer and proud to have created a collaborative culture where employees around the world are seen, heard, and respected. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, national origin, disability, or marital status or status as a protected veteran, or any other legally protected classification.
H.B. Fuller does not accept unsolicited resumes from recruiters, employment agencies, or staffing firms. To conduct business with H.B. Fuller, a written service agreement must be executed by Human Resources prior to submitting any information relating to a potential candidate. Without a signed service agreement, H.B. Fuller shall not be obligated for payment of any fee or compensation.</div></div>

Sr. Talent Manager

PSA Security

<div>At PSA Security, culture isn&rsquo;t just a buzzword, it&rsquo;s who we are. We&rsquo;re a close-knit team who live out our core values of passion, integrity, boldness, and service every day. You&rsquo;ll find us celebrating one another with quarterly and yearly awards, enjoying complimentary Friday lunches (and the occasional breakfast or dessert spread), and coming together for potlucks and community service projects like building 100+ backpacks each summer for students in need or hosting a holiday canned food drive. Halloween is our biggest holiday&mdash;our legendary costume competition gets fierce&mdash;and our office vibe is laid back, collaborative, and empowering. We encourage tough questions, bold ideas, and genuine connections. We also take care of our people with a competitive salary and comprehensive compensation package that includes medical, dental, vision, 401(k) with match and safe-harbor contribution, tuition reimbursement, paid parental leave, and PTO. If you&rsquo;re looking for more than just a job&mdash;and want to be part of a team where you&rsquo;re seen, celebrated, and supported&mdash;you belong at PSA! 
 
Job Summary 
The Human Resources Manager leads key talent and benefits initiatives for the company, with primary responsibility for overseeing the company&rsquo;s Association Health Benefits Program serving 200+ member companies and 1,000+ participants nationwide. This highly visible role works closely with the broader membership and is responsible for recruiting new companies into the program. The position also manages recruiting and talent management for the company&rsquo;s internal team, including hiring, onboarding, employee assessments, performance management, and development. Reporting to the CFO and managing one HR staff member, the role oversees compensation administration and fair pay analysis to ensure best practices while maintaining compliant and effective HR systems that support organizational growth. This role also serves as a strategic advisor to leadership on workforce planning, compensation practices, and talent development. 
 
We offer a competitive salary and comprehensive compensation package which includes medical, dental, vision, life insurance, 401K, flex spending and PTO to qualifying employees. For those working out of our corporate headquarters, we have a casual working environment. 
 
Salary range $90,000 - $110,000 annually plus 5% bonus.
Essential Functions 
Association Benefits Program Leadership<ul><li>
Lead and grow the Association Health Benefits Program serving member companies nationwide</li><li>
Recruit new member companies into the program and support continued participation</li><li>
Serve as a primary contact for member companies participating in the program</li><li>
Manage relationships with benefits brokers, carriers, and program partners</li><li>
Oversee annual renewals, program design, and member communications</li></ul>
Talent Management &amp; Recruiting<ul><li>
Lead recruiting efforts including sourcing, interviewing, and hiring</li><li>
Oversee onboarding, employee assessments, and performance management programs</li><li>
Support employee development, training initiatives, and workforce planning</li><li>
Develop programs that attract, retain, and develop high-performing employees</li></ul>
Compensation &amp; Benefits<ul><li>
Conduct compensation benchmarking and fair pay analysis using internal and external market data</li><li>
Support annual compensation reviews and salary adjustments</li><li>
Administer employee benefits programs including medical, dental, vision, and 401(k)</li><li>
Ensure competitive and equitable compensation practices</li></ul>
HR Operations &amp; Compliance<ul><li>
Maintain HR policies, procedures, and the employee handbook</li><li>
Ensure compliance with federal, state, and local employment laws</li><li>
Manage employee relations and workplace concerns</li><li>
Maintain HR systems, employee records, and HR reporting</li><li>
Oversee safety initiatives and workers&rsquo; compensation processes</li><li>
Assist the CFO in administering the company&rsquo;s 401(k) plan and ACA compliance</li></ul>
Experience Requirements<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business, or related field</li><li>
5+ years of experience in HR leadership, HR management, or talent management</li><li>
Experience administering employee benefits or group health programs</li><li>
Experience recruiting and building talent pipelines</li><li>
Strong knowledge of federal and state employment laws and HR best practices</li><li>
Experience conducting compensation analysis and salary benchmarking</li><li>
Strong communication and relationship-building skills</li><li>
Ability to work effectively with executives, employees, and external partners</li><li>
HR certifications such as SHRM-CP, SHRM-SCP, PHR, or SPHR are preferred</li></ul>
Personal Characteristics<ul><li>
Honesty and Integrity</li><li>
Strong professional communication skills with the ability to engage effectively with employees, executives, and external partners.</li><li>
Excellent organizational and prioritization skills with the ability to manage multiple initiatives and deadlines in a fast-paced environment.</li><li>
Proven ability to build trusted relationships and influence stakeholders at all levels of the organization.</li><li>
Sound judgment, discretion, and professionalism when handling sensitive or confidential matters.</li><li>
High attention to detail and commitment to accuracy in HR programs, reporting, and compliance.</li></ul><h1 class="jobSectionHeader">
Why This Role Matters</h1>
This role supports both the company&rsquo;s employees and the broader membership by strengthening talent practices and expanding a nationally recognized association benefits program. 
 
Success in this role will be measured by:<ul><li>
Growth of the Association Health Benefits Program</li><li>
Strength of the company&rsquo;s recruiting, onboarding, training &amp; development</li><li>
Enhancing employee retention by monitoring pay scale, benefits and other best practices</li><li>
Implementing &amp; maintaining effective HR systems for efficiency and legality.</li></ul><h1 class="jobSectionHeader">
Physical Requirements</h1>
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.<h1 class="jobSectionHeader">
About PSA Security</h1>
PSA is the world&rsquo;s largest systems integrator consortium made up of the most progressive security and audio-visual systems integrators in North America. Combined, PSA members boasts over 500 branch locations, employ over 13,500 industry professionals and are responsible for over $4.5 billion annually in security, fire, life safety and pro audio-visual installations.
PSA&rsquo;s mission is to elevate the industries we serve by providing owners and members exceptional education, networking, services and connections with technology partners. PSA brings this mission to life by partnering with industry-leading product and solution providers, delivering unparalleled education and training programs and by offering a variety of distinctive services that can enhance any company&rsquo;s operations.
The PSA Network elevates the industries we serve by providing members exceptional education, networking, services, and connections with technology partners. Be the rising tide!<h1 class="jobSectionHeader">
Curious to learn more? Our recruiting team is happy to help at careers@psasecurity.com. Formal applications must be submitted through this posting for consideration.</h1>
jP1WXOQvar</div>

Human Resources & Talent Manager

ABARTA Coca-Cola Beverages

<div>Company: ABARTA Coca-Cola Beverages
Job Location: 4900 Pitts. Support Center, PA
Other Potential Locations: Pittsburgh HQ, PA 

We are actively seeking enthusiastic team players who want to work with the world&rsquo;s most trusted and iconic brands.
<div><div><div><h2 class="jobSectionHeader">
About ABARTA</h2>
</div><div>
ABARTA Coca-Cola Beverages is a family-owned company committed to being a visible, engaged partner to the customers and communities we serve. We value diversity and individuality and when you thrive, we thrive. ABARTA offers the perks of a large corporation with the personalized touch of a smaller company. We are a workplace that encourages sharing ideas in a supportive environment, growing professionally, maintaining a healthy work/life balance, and interacting with all levels of the organization. We would love for you to become a part of our family to help make our vision of Quenching the Thirst of Our Neighbors a reality!</div></div><div><div><h2 class="jobSectionHeader">
Summary</h2>
</div><div>
The Talent Systems Manager is a people leader and strategic owner of ABARTA&rsquo;s enterprise recruiting and onboarding operations. This role has direct management responsibility for the full Talent Acquisition team and serves as the functional owner of recruiting and onboarding systems. Partnering closely with HR leadership, HRIS, Legal, IT, and business leaders, the Talent Systems Manager sets direction for how recruiting is delivered across the organization while driving system optimization, process standardization, and change adoption as part of enterprise HR transformation initiatives. 


This position balances people leadership, recruiting strategy, and talent systems ownership to deliver scalable, compliant, and high‑quality hiring outcomes across all locations.</div></div><div><div><h2 class="jobSectionHeader">
Responsibilities</h2>
</div><div>
Talent Acquisition Team Leadership
<ul>
<li>Lead and manage the entire Talent Acquisition team, including recruiters and recruiting support roles.</li>
<li>Set vision, priorities, and performance expectations for the TA function in alignment with business and HR strategy.</li>
<li>Oversee team capacity planning, workload distribution, and recruiting delivery organization‑wide.</li>
<li>Coach, mentor, and develop recruiters to strengthen recruiting effectiveness, business partnership, and system proficiency.</li>
<li>Conduct performance management activities, including goal setting, feedback, and development planning.</li>
<li>Serve as the escalation point for complex recruiting, system, or compliance issues.</li>
<li>Foster a culture of accountability, continuous improvement, and data‑driven decision making.</li>
</ul>
Talent Acquisition Strategy &amp; Execution
<ul>
<li>Lead enterprise recruiting strategy while maintaining hands‑on oversight of critical, management, and leadership‑level searches.</li>
<li>Partner with business leaders to translate workforce needs into effective hiring strategies and timelines.</li>
<li>Establish consistent standards for job intake, interview workflows, candidate assessment, and selection.</li>
<li>Provide labor market insights and hiring recommendations informed by recruiting data and trends.</li>
<li>Ensure recruiting practices align with compliance requirements, diversity goals, and workforce plans.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader">Responsibilities</h2>
</div><div>
Talent Systems Leadership
<ul>
<li>Serve as the functional owner of SAP SuccessFactors Recruiting and Onboarding.</li>
<li>Establish and enforce standards for system usage, workflows, and data integrity across the TA team.</li>
<li>Partner with HRIS and IT on system enhancements, integrations, releases, and roadmap planning.</li>
<li>Ensure recruiters are trained, proficient, and compliant in system usage.</li>
<li>Leverage system capabilities to improve recruiter efficiency, visibility, and candidate experience.</li>
</ul>
HR Transformation &amp; Process Optimization
<ul>
<li>Lead recruiting‑related components of enterprise HR transformation initiatives.</li>
<li>Drive adoption of standardized, technology‑enabled recruiting and onboarding processes.</li>
<li>Assess current workflows and identify opportunities for automation, simplification, and scalability.</li>
<li>Lead change management efforts impacting recruiters, hiring managers, and HR partners.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader">Responsibilities</h2>
</div><div>
Onboarding Experience
<ul>
<li>Oversee enterprise onboarding strategy and execution using SAP SuccessFactors Onboarding.</li>
<li>Partner with HR and operations to ensure seamless candidate‑to‑employee transitions.</li>
<li>Monitor onboarding completion and early‑tenure outcomes to support engagement and retention.</li>
</ul>
Compliance, Governance &amp; Risk
<ul>
<li>Ensure recruiting operations comply with federal, state, and local employment laws.</li>
<li>Partner with Legal and HR leadership on Affirmative Action planning and reporting.</li>
<li>Maintain recruiting governance, documentation, and audit readiness.</li>
<li>Train and hold recruiters and hiring managers accountable to compliant recruiting practices.</li>
</ul>
Employer Brand &amp; DEI
<ul>
<li>Lead TA team execution of employer branding initiatives.</li>
<li>Support diversity recruiting strategies and monitor pipeline and hiring outcomes.</li>
<li>Build relationships with community and diversity‑focused organizations.</li>
</ul>
Data, Reporting &amp; Continuous Improvement
<ul>
<li>Monitor team‑level and enterprise recruiting metrics (e.g., time‑to‑fill, pipeline health, source effectiveness).</li>
<li>Use data to guide staffing decisions, process improvements, and system enhancements.</li>
<li>Provide executive‑level insights into recruiting performance, risks, and trends.</li>
<li>Lead continuous improvement initiatives across TA operations and systems.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader">Qualifications</h2>
</div><div><ul><li>Bachelor&rsquo;s degree in Human Resources, Business, Information Systems, or related field.</li>
<li>5&ndash;7 years of progressive experience in recruiting, talent operations, or HR systems in a complex or multi‑site environment.</li>
<li>Demonstrated experience managing and leading a full Talent Acquisition team.</li>
<li>Hands‑on experience administering ATS and onboarding platforms; SAP SuccessFactors strongly preferred.</li>
<li>Experience supporting HR transformation, system implementations, or enterprise process redesign.</li>
<li>Strong knowledge of employment law, compliance requirements, and Affirmative Action programs.</li>
<li>Proven ability to drive change, influence stakeholders, and balance strategic leadership with operational execution.</li>
<li>Strong analytical skills with the ability to translate data into actionable insights.</li>
</ul></div></div><div><div><h2 class="jobSectionHeader">Equal Opportunity Employer</h2>
</div><div>
ABARTA is an equal opportunity employer and is committed to creating an inclusive environment for all employees.</div></div></div></div>

Talent Systems Manager

Sunwest Bank

<div>Job Title: Talent Development &amp; Management Manager
Department: Human Capital - 72 Reports to: Chief Human Capital Officer
Status: Exempt Non-Exempt
About the Role
This role exists to strengthen Sunwest Bank&rsquo;s leadership pipeline, workforce capability, and learning culture. The Director of Talent Development &amp; Learning ensures employees and leaders are equipped to perform, grow, and lead effectively within a regulated, relationship-driven financial services environment. This position will be a crucial role in the reskilling and upskilling plans as the bank invests in AI and Technology to ensure our staff are set up to scale with the organization.
Work Details
Schedule: Monday &ndash; Friday, 8:00 AM - 5:00 PM
Work Location: Onsite Hybrid Remote Travel: Occasional (up to 10%) 

What You&rsquo;ll Do
<ul><li>Design and execute a bank-wide talent development and leadership strategy aligned to business growth, risk management, and customer experience goals.</li></ul>
<ul><li>Build and scale leadership development programs for frontline leaders, managers, and senior leaders.</li></ul>
<ul><li>Own the enterprise talent management content strategy, ensuring consistent, high-quality, and engaging learning experiences.</li></ul>
<ul><li>Partner with executive leaders to identify capability gaps and deliver development solutions that improve performance.</li></ul>
<ul><li>Develop coaching strategies for varied layers of leadership that align with the business strategy and progressive discipline practices.</li></ul>
<ul><li>Partner with the Learning &amp; Development team on learning platforms, vendors, and learning analytics to ensure effectiveness and adoption.</li></ul>
<ul><li>Integrate learning with performance management, succession planning, and talent review processes.</li></ul> 

What We&rsquo;re Looking For
(Required)
<ul><li>10+ years of experience in talent development, learning, or leadership development.</li></ul>
<ul><li>Experience within financial services or another regulated industry.</li></ul>
<ul><li>Proven ability to design and scale enterprise learning and leadership programs.</li></ul>
<ul><li>Strong executive presence and stakeholder partnership skills.</li></ul>
(Nice to Have)
<ul><li>Experience supporting banking operations, lending, or branch environments.</li></ul>
<ul><li>Familiarity with compliance-adjacent learning in regulated organizations.</li></ul>
<ul><li>Advanced degree in Organizational Development, HR, or related field.</li></ul> 

Why You&rsquo;ll Love Working Here
<ul><li>Collaborative, relationship-driven culture</li></ul>
<ul><li>Opportunities to shape enterprise leadership and talent strategy</li></ul>
<ul><li>Competitive compensation, bonus potential, and comprehensive benefits</li></ul> 

Posting Location(s):
<ul><li>Corporate Headquarters / Sandy Banking Office; 10011 Centennial Pkwy., Suite 450, Sandy, UT 84070</li></ul> 

Physical Demands:
In general, the following physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to allow differently abled individuals to perform the essential functions of the job.
(Check the box that applies by double clicking on the box.)
<ul><li>Sedentary: Limited activity, no lifting, limited walking</li></ul>
<ul><li>Moderate: Mostly standing, walking, bending, frequent lifting</li></ul>
<ul><li>Light: Office work, some lifting, bending, stooping or kneeling, walking</li></ul>
<ul><li>Arduous: Heavy lifting, bending, crawling, climbing</li></ul> 

The Fine Print
This job description reflects the general nature of the role and may change as business needs evolve. We are an equal opportunity employer. Sunwest Bank works with staff members and customers without regard to race, ancestry, national origin, sex, marital
status, age, religion, medical condition, handicap, disability or veteran status and to assist the Bank in maintaining its Affirmative Action Program. 

Compliance with Bank Secrecy Act laws and regulations is considered an extremely serious matter, and it is intended that Sunwest Bank, through the purposeful efforts of its employees and officers, are expected to make every resolute attempt to conform to its Bank Secrecy Act Program and Procedures. Failure to comply will be reflected in their performance review as well as in any bonus compensation programs in which they may participate. 

Attend and complete all required classroom, computer-based, web-based and seminar training. It is the individual responsibility of every employee to maintain a current awareness and understanding of and to fully comply with Sunwest Bank&rsquo;s &ldquo;Code of Ethics and Conduct.&rdquo; Each employee is also expected to maintain an awareness of the laws, regulations, internal policies and procedures that are appropriate for his/her position. 

Note: The preceding job description has been designed to indicate the general nature and level and work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. All job descriptions can be amended without notice as warranted by business necessity. 

Federal Deposit Insurance Act This position is subject to Section 19 of the Federal Deposit Insurance Act. As such, an employment offer for this position is contingent on Sunwest Bank&rsquo;s review of criminal conviction history, including pretrial diversions or program entries</div>

Talent Management Manager

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

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

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