Title:

Job Description:

NOW HIRING: Internal Talent Manager

Compensation: $150,000-$160,000 per year

Job Overview

The Internal Talent Manager plays a key role in supporting the organization's long-term talent strategy by developing internal talent pipelines, promoting career growth, and strengthening succession readiness. This position partners with business leaders to identify and develop high-potential employees, foster internal mobility, and align employee development with current and future business needs.
 

Roles & Responsibilities

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Other duties may be assigned.

Succession Planning

• Design, implement, and manage the organization's succession planning program.

• Identify high-potential employees and create individualized development plans for future leadership opportunities.

• Maintain succession plans for critical business and leadership positions.

• Monitor organizational bench strength and readiness for key positions.

• Facilitate annual talent review and succession planning sessions with senior leadership.

Career Development & Internal Mobility

• Create structured career pathways across operational, leadership, and corporate functions.

• Partner with managers to identify employees ready for promotion, lateral movement, or expanded responsibilities.

• Develop career planning resources and tools that encourage employee growth and retention.

Talent Assessment & Skills Development

• Assess organizational skill gaps and future workforce capabilities.

• Partner with Learning & Development and Training teams to design development programs that address identified competency gaps.

• Recommend leadership development, technical training, mentoring, and coaching initiatives.

• Track employee development progress and readiness for advancement.

Employee Engagement & Retention

• Develop programs that improve employee engagement, career satisfaction, and retention.

• Analyze turnover trends and identify opportunities to improve retention of high-performing and high-potential employees.

• Partner with HR Business Partners to develop targeted retention strategies.

Collaboration & Leadership

• Partner closely with Talent Acquisition to balance internal mobility with external recruiting strategies.

• Collaborate with HR, Operations, Training, and senior leadership to align talent initiatives with business priorities.

• Present workforce readiness, succession, and internal mobility metrics to executive leadership.

• Champion a culture of continuous development, career growth, and internal promotion.

Qualification

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.  Other duties, responsibilities and activities may change or be assigned at any time with or without notice. 

Education and/or Experience

Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field required.

Master's degree preferred.

5–8 years of progressive experience in talent management, organizational development, human resources, workforce planning, or leadership development.

Experience building succession planning and career development programs.

Experience supporting large, multi-site organizations preferred.

Demonstrated experience partnering with operational leaders to develop workforce strategies.

Experience utilizing HRIS and talent management systems to analyze workforce data, preferably Workday.

A combination of education, professional certifications, and progressively responsible experience that provides the knowledge, skills, and abilities necessary to successfully perform the essential duties of the position may be considered in lieu of a degree.

Knowledge, Skills, and Abilities

Strong understanding of talent management, succession planning, leadership development, and employee engagement.

Knowledge of workforce planning and organizational design principles.
Strong analytical skills with experience interpreting workforce metrics.

Excellent relationship-building, facilitation, and coaching skills.

Exceptional communication and presentation skills.

Supervisory Responsibilities

Carries out management responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, planning, assigning, and directing work; performance evaluations; rewarding and disciplining employees; addressing complaints and resolving problems. Ensure employees are properly trained on tasks and safety requirements.

Physical Demands & Work Environment

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.  While performing the duties of this job, the employee is regularly required to sit. The employee is frequently required to walk and use hands to finger, handle, or feel. The employee is occasionally required to stand.

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

Benefits:

SBM offers comprehensive benefit packages. For information about SBM's benefits, please visit SBM's website at:

www.sbmmanagement.com/careers Careers – SBM

SBM Management Services, LP and its affiliates are proud to be equal opportunity workplaces. We are committed to equal employment opportunity regardless of race, sex, color, ancestry, religion, national origin, sexual orientation, citizenship, age, marital status, disability, gender identity, Veteran status, or other legally protected status.