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Talent Strategy Program Manager Jobs (NOW HIRING)

Workspace Plus

Talent Strategy Partner

De Pere, WI · On-site

$75K - $95K/yr

The Talent Management Strategy maximizes organizational effectiveness through the attraction, development, deployment, and advancement of talent by owning enterprise talent processes and talent ...

ADP, Inc.

Talent Strategy Partner

De Pere, WI · On-site

$75K - $95K/yr

The Talent Management Strategy maximizes organizational effectiveness through the attraction, development, deployment, and advancement of talent by owning enterprise talent processes and talent ...

Forus Inc

Talent Strategy Lead

New York, NY · On-site

$170K - $250K/yr

As Talent Strategy Lead, you will work directly with our CEO to help make Forus one of the best ... product manager, or in another high-performance role * Exceptional judgment about people and ...

Socket.dev

Director, Talent Programs

Manhattan, NY · On-site

$135K - $145K/yr

... is a strategic program management leader responsible for delivering and continuously improving high-impact talent and employee programs across Zeta Global. This role will lead complex, cross ...

Zeta Global

Director, Talent Programs

New York, NY · On-site

$135K - $145K/yr

... is a strategic program management leader responsible for delivering and continuously improving high-impact talent and employee programs across Zeta Global. This role will lead complex, cross ...

GENTHERM GmbH

The successful candidate will bring a strategic mindset, strong program management capabilities, and a passion for creating talent solutions that support both today's needs and tomorrow's growth.

Gentherm

Talent Acquisition Program Manager

Novi, MI · On-site

The successful candidate will bring a strategic mindset, strong program management capabilities, and a passion for creating talent solutions that support both today's needs and tomorrow's growth.

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Talent Strategy Program Manager information

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$59.5K

$86.3K

$130K

How much do talent strategy program manager jobs pay per year?

As of Sep 10, 2026, the average yearly pay for talent strategy program manager in the United States is $86,308.00, according to ZipRecruiter salary data. Most workers in this role earn between $67,000.00 and $103,000.00 per year, depending on experience, location, and employer.

What is a talent strategy program manager?

Talent Strategy Program Managers are professionals responsible for designing and implementing strategic initiatives to attract, develop, and retain top talent within an organization. They work closely with HR, leadership, and business units to align talent management programs with company goals. Their role often includes workforce planning, leadership development, performance management, and diversity and inclusion strategies. By leveraging data and industry best practices, they help ensure the organization has the right people in the right roles to achieve business success.

What are some common challenges talent strategy program managers face when implementing new talent initiatives across large organizations?

Talent Strategy Program Managers often encounter challenges such as aligning stakeholders from different departments, managing resistance to change, and ensuring consistent communication throughout the organization. Coordinating cross-functional teams and integrating new processes into existing workflows can require careful planning and adaptability. Success in this role depends on strong relationship-building skills, effective project management, and the ability to measure and communicate the impact of talent initiatives.

What are the key skills and qualifications needed to thrive as a talent strategy program manager, and why are they important?

To thrive as a Talent Strategy Program Manager, you need expertise in workforce planning, talent management, and HR analytics, usually supported by a bachelor’s or master’s degree in human resources or a related field. Familiarity with HRIS systems, data visualization tools, and project management software like Workday, Tableau, and Asana is often required. Exceptional communication, stakeholder management, and strategic thinking skills help drive organizational change and influence business outcomes. These competencies are critical for designing effective talent programs that align with business goals and foster a high-performing workforce.

What is the difference between Talent Strategy Program Manager vs Talent Acquisition Specialist?

AspectTalent Strategy Program ManagerTalent Acquisition Specialist
CredentialsBachelor's degree; experience in HR or talent managementBachelor's degree; recruiting certifications often preferred
Work EnvironmentStrategic planning, cross-department collaborationCandidate sourcing, interviewing, and onboarding
Employer & Industry UsageUsed in corporate HR departments focusing on talent planningCommon in recruiting agencies and corporate HR teams
Search & Comparison IntentUnderstanding strategic talent management rolesFocus on recruiting and candidate sourcing

The Talent Strategy Program Manager focuses on developing and implementing long-term talent plans, working closely with leadership to align talent initiatives with business goals. In contrast, a Talent Acquisition Specialist primarily handles the day-to-day recruiting activities, sourcing candidates, and filling open positions. Both roles are essential in talent management but serve different functions within an organization.

What are popular job titles related to Talent Strategy Program Manager jobs?

For Talent Strategy Program Manager jobs, the most frequently searched job titles are:

Infographic showing various Talent Strategy Program Manager job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, and 3% Contract. Highlights an 94% Physical, 1% Hybrid, and 5% Remote job distribution, with an average salary of $86,308 per year, or $41.5 per hour.

Talent Strategy Partner

De Pere, WI • On-site

Workspace Plus
See more jobs at Workspace Plusexternal

$75K - $95K/yr

Full-time

Posted 8 days ago

Job description

SUMMARY:

The Talent Management Strategy maximizes organizational effectiveness through the attraction, development, deployment, and advancement of talent by owning enterprise talent processes and talent systems. This role drives recruiting, performance management, talent reviews, succession planning, position management, internal mobility, and promotion governance while serving as the primary HR Business Partner for the De Pere location. 

 

RESPONSIBILITIES:

Talent Acquisition

  • Lead salaried recruiting efforts.
  • Maintain recruiting processes and standards.
  • Enhance candidate experience and employer branding.
  • Develop talent pipelines and recruiting partnerships.
  • Measure and improve hiring effectiveness.

 

Performance Management & Talent Review

  • Own performance review processes and timelines.
  • Maintain review forms, tools, and standards.
  • Facilitate performance calibration activities.
  • Coordinate organizational talent reviews.
  • Provide reporting and process guidance to leaders.

 

Organizational Development, Succession Planning & Internal Mobility

  • Maintain career paths and competency frameworks.
  • Facilitate succession planning processes.
  • Track successor readiness and leadership pipelines.
  • Support employee development planning.
  • Drive internal mobility initiatives.

 

Position Management & Advancement Governance

  • Maintain job descriptions and job architecture.
  • Administer position review and documentation processes.
  • Manage promotion and advancement workflows.
  • Oversee internal posting processes.
  • Track talent movement and advancement activity.

 

HR Business Partnership – De Pere

  • Serve as primary HR Business Partner for De Pere.
  • Support employee relations and employee concerns.
  • Provide leadership coaching and guidance.
  • Assist with performance management and workforce planning.
  • Support leave administration and employee support processes.

 

Other Duties

  • Perform other duties within the scope of this role as assigned by management in alignment with the employee’s skills and organizational needs.

OBJECTIVES:

  • Maintain an average 30-day fill target for salaried positions while ensuring recruiting process standards, candidate communications, and hiring quality expectations are consistently met.
  • Administer and maintain annual performance review processes with 100% completion and leadership participation within established organizational timelines.
  • Establish and maintain current job descriptions for all salaried and leadership positions through annual review, validation, and update processes.
  • Facilitate annual talent review and succession planning exercises for leadership-identified critical positions and maintain successor readiness reporting.
  • Maintain documented promotion, advancement, and internal mobility processes while providing quarterly reporting on internal talent movement and development opportunities. 


COMPETENCIES:

Core Performance Drivers

  • Accountability
  • Communication

Strategic & Cultural Impact

  • Collaboration
  • Builds Trust

Adaptability & Innovation

  • Adaptability
  • Action 


QUALIFICATIONS:

Education: Bachelor's degree in human resources, Business Administration, Organizational Development, Psychology, Management, or a related field preferred, equivalent experience considered in lieu of education.

Experience and/or Training: Minimum of five (5) years of progressive Human Resources experience with demonstrated responsibility for talent acquisition, talent management, performance management, organizational development, succession planning, and HR business partnership activities. Experience leading enterprise-wide HR processes preferred. 

 

Licenses/Certificates: PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent professional certification preferred.

 

Technology/Equipment: Proficiency with HRIS platforms, applicant tracking systems, performance management systems, LMS platforms, Microsoft Office Suite, and reporting tools. 


PHYSICAL AND MENTAL DEMANDS:

Sitting for long periods of time, 6-8 hours per day. Walking, speaking, hearing, and seeing. Listen and observe the environment for hazard prevention. Use hands for tools and typing. Semi-frequently lift up to 15 lbs. Some tasks may require the employee to bend, stoop, twist, and turn.

 

WORKING ENVIRONMENT:

Indoor office working environment. Office is temperature-controlled all year round. Minimal hazards identified.

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