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98 Ihop Talent Management Manager Jobs Hiring Near You

Invesco

Sr. Manager, Talent Management

New York, NY · On-site

$130K - $150K/yr

Partnering closely with the Global Head of Talent Management, this role collaborates with HR Business Partners, business leaders, and HR Centers of Excellence to drive consistent, scalable talent ...

Invesco

Sr. Manager, Talent Management

Atlanta, GA · Hybrid

$130K - $150K/yr

Partnering closely with the Global Head of Talent Management, this role collaborates with HR Business Partners, business leaders, and HR Centers of Excellence to drive consistent, scalable talent ...

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IHOP Jobs Information

Do workers at IHOP get paid breaks?

Sometimes. Only some people get paid breaks.
64% of people say they don’t get paid breaks.
Based on data from 44 people who took the Breakroom Quiz between August 2025 and August 2026.

Does IHOP pay people when they’re sick?

No. Most people don’t get paid when they’re sick.
85% of people say they wouldn’t get paid if they were sick but scheduled to work.
Based on data from 131 people who took the Breakroom Quiz between August 2025 and August 2026.

At IHOP, are sick days and vacation days separate paid time off?

Only some people have separate paid time off for sick days and vacation.
48% of people say they have to use vacation days when they’re out sick.
Based on data from 42 people who took the Breakroom Quiz between May 2025 and August 2026.

Are part-time workers able to get health insurance from IHOP?

Most people who work part-time can't get health insurance.
83% of people who work fewer than 30 hours a week say they can’t get health insurance
Based on data from 30 people who took the Breakroom Quiz between December 2024 and February 2025.

Do part-time workers get paid time off at IHOP?

Most people who work part-time don’t get paid time off.
84% of people who work part-time say they don’t get paid time off
Based on data from 37 people who took the Breakroom Quiz between July 2025 and July 2026.

Is the health insurance from IHOP affordable enough for their workers?

Most people say the health insurance costs are okay.
82% of people say the health insurance costs are okay
Based on data from 33 people who took the Breakroom Quiz between March 2025 and August 2026.

Do people get paid time off at IHOP?

Most people don’t get paid time off from work.
74% of people say they don’t get paid time off.
Based on data from 123 people who took the Breakroom Quiz between August 2025 and August 2026.

How far ahead of time do people find out their work schedule?

Most people find out their schedule less than four weeks ahead of time.
  • 80% of people with changing schedules find out their shifts one week or less ahead of time.
  • 17% of people with changing schedules find out their shifts two weeks ahead of time.
  • 0% of people with changing schedules find out their shifts three weeks ahead of time.
  • 3% of people with changing schedules find out their shifts four weeks or more ahead of time.

Based on data from 75 people who took the Breakroom Quiz between August 2025 and August 2026.

Do workers at IHOP worry about hours?

Some people worry about getting enough hours.
58% of people report they worry about getting enough hours.
Based on data from 76 people who took the Breakroom Quiz between August 2025 and August 2026.

Do IHOP workers get to choose the shifts they work?

Some people don’t get to choose which shifts they work.
46% report that they don’t have enough control over which shifts they work.
Based on data from 69 people who took the Breakroom Quiz between August 2025 and August 2026.

How easy is it for IHOP workers to change shifts?

Some people find it hard to change shifts.
50% of people report that it’s hard to change shifts if they need to.
Based on data from 58 people who took the Breakroom Quiz between August 2025 and August 2026.

How easy is it to get time off at IHOP?

Some people find it hard to get time off.
54% of people report it’s hard to get time off.
Based on data from 107 people who took the Breakroom Quiz between August 2025 and August 2026.

Do IHOP managers change schedules at the last minute?

Some managers change people’s schedules at the last minute.
34% of people say their manager changes their shift schedule at the last minute.
Based on data from 73 people who took the Breakroom Quiz between August 2025 and August 2026.

Do jobs at IHOP spill into time workers aren’t paid for?

Rarely. The job doesn't usually spill into unpaid time.
22% of people report that their job takes up time that they don’t get paid for.
Based on data from 68 people who took the Breakroom Quiz between August 2025 and August 2026.

How easy is it to take sick days at IHOP?

Some people find it hard to take sick days.
50% of people report that it’s hard to take time off if they are sick.
Based on data from 118 people who took the Breakroom Quiz between August 2025 and August 2026.

Is a IHOP job good for students?

Most students say this is a good place to work if you’re studying.
81% of students report this is a good place to work if you’re studying.
Based on data from 99 people who took the Breakroom Quiz between November 2024 and August 2026.

Is working at IHOP good if you’re a parent or caregiver?

Only some parents and caregivers say this is a good place to work.
47% of people who care for a child or other relative report this isn’t a good place to work.
Based on data from 36 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people at IHOP feel treated with respect by their managers?

Most people feel treated with respect by their managers.
77% of people say they’re treated with respect by their managers.
Based on data from 111 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people at IHOP get to take their breaks without interruption?

Only some people get breaks without interruption.
41% of people report that their breaks get interrupted.
Based on data from 44 people who took the Breakroom Quiz between August 2025 and August 2026.

Is it stressful to work at IHOP?

Most people feel stressed here.
82% of people say they often feel stressed at work.
Based on data from 131 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people at IHOP enjoy their jobs?

Only some people enjoy their job.
34% of people report they don’t enjoy their job.
Based on data from 112 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people at IHOP recommend working with their team?

Only some people recommend working with their team.
54% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 139 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people get enough training when they start at IHOP?

Some people didn’t get enough training when they started.
48% of people report they didn’t get enough training when they started working here.
Based on data from 127 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people get support to advance at IHOP?

Only some people are given support to advance their career here.
In the last year, 45% of people report not being given support to advance their career here.
Based on data from 123 people who took the Breakroom Quiz between August 2025 and August 2026.

Do people think IHOP’s headquarters understands what’s happening where they work?

Most people think headquarters doesn’t understand what’s happening where they work.
81% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 122 people who took the Breakroom Quiz between August 2025 and August 2026.

Do workers feel well informed about how IHOP is doing?

Only some people feel well informed about how the company is doing.
53% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 119 people who took the Breakroom Quiz between August 2025 and August 2026.

What other companies are hiring for Talent Management Manager jobs?

What are the most popular jobs at Ihop?

What are the most popular categories at Ihop?

Infographic showing various Talent Management Manager job openings at Ihop in the United States as of August 2026, with employment types broken down into 85% Full Time, 14% Part Time, and 1% Nights. Highlights an 100% Physical job distribution.

Manager, Talent Management & Culture

RedSail Technologies LLC

Spartanburg, SC • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 29 days ago

Job description

Manager, Talent Management & Culture
Job Summary
The Manager, Talent Management & Culture owns the strategy and execution of the organization's talent management and culture programs, serving as the primary driver of the processes and initiatives that define how RedSail assesses performance, develops talent, and builds a high-performance culture. This role partners closely with the Sr. Director, Talent and Org Development to shape the direction of these programs, and is accountable for designing, running, and continuously improving them.
On the talent management side, this role owns the end-to-end performance review cycle - from framework design through calibration facilitation - as well as succession planning coordination and career development practices. On the culture side, this role owns the annual employee engagement survey and the programs and partnerships that activate RedSail's culture and drive organizational health. This is a high-visibility role that requires strong program ownership, stakeholder influence, and a genuine passion for building workplaces where people and performance thrive.
Key Duties
Talent Management
  • Own and run the enterprise performance management process end-to-end, including goal-setting periods, mid-year check-ins, the annual review cycle, and calibration sessions - managing communications, timelines, system setup, and manager support throughout.
  • Design and continuously improve the performance management framework, tools, and resources in partnership with the Sr. Director, ensuring the process is fair, clear, and drives meaningful development conversations.
  • Develop and deliver manager training and guidance on performance conversations, goal-setting, and calibration to build consistent, high-quality practice across the organization.
  • Lead succession planning coordination, including scheduling and facilitating talent review discussions, maintaining succession data, and partnering with the Sr. Director and HRBPs to track and act on development plans for key talent.
  • Build and maintain career development frameworks and competency models that support employees and managers in having clear, actionable career conversations.
  • Analyze talent management data - including performance trends, calibration outcomes, and succession readiness - and synthesize insights for the Sr. Director and HR leadership.
  • Partner with HRBPs to ensure talent management practices are applied consistently and equitably across business functions.

Culture & Employee Engagement
  • Own the annual employee engagement survey end-to-end - including survey design and vendor management, communications, administration, results analysis, and reporting to leadership.
  • Partner with the Sr. Director and business leaders to translate survey results into clear, actionable insights and meaningful team-level and enterprise-wide action plans.
  • Track and monitor engagement action plan progress across the organization, following up with leaders and HRBPs to ensure commitments are executed.
  • Design and lead culture programs and initiatives that activate RedSail's values, strengthen organizational identity, and reinforce the behaviors that define a high-performance environment.
  • Monitor organizational health indicators - including engagement trends, attrition signals, and pulse data - and proactively surface insights and recommendations to the Sr. Director.
  • Partner with HR colleagues and business leaders to embed culture practices into key talent moments, including performance conversations, onboarding, and leadership development.

Collaboration & Shared Work
  • Serve as a subject matter expert and trusted advisor to leaders and HRBPs on performance management, talent practices, and culture.
  • Contribute to the overall talent and org development strategy in partnership with the Sr. Director, bringing data-driven recommendations and program insights.
  • Identify and implement process improvements and technology solutions - including AI-enabled tools - that increase program effectiveness and efficiency.
  • Partner with the broader HR team on cross-functional initiatives and process improvements.
  • Performs other duties as assigned.

Education/Training
  • Bachelor's degree in Human Resources, Organizational Development, Business, or a related field, or equivalent work experience required.
  • Five or more years of progressive HR experience with demonstrated ownership of performance management processes, employee engagement programs, or talent management initiatives, including experience facilitating calibration or talent review sessions.

Required Work Experience/Skills
  • Demonstrated experience owning and running complex, cyclical HR processes - particularly performance management cycles and/or employee engagement surveys - with strong attention to detail and the ability to manage multiple workstreams simultaneously.
  • Strong program design skills with the ability to build and improve frameworks, tools, and resources that enable consistent, high-quality people practices at scale.
  • Excellent facilitation and communication skills, including experience leading calibration sessions, talent reviews, or manager training.
  • Strong consultative and stakeholder management skills, with the ability to build credibility and influence leaders and HRBPs across the organization.
  • Ability to analyze talent and engagement data, identify meaningful patterns, and communicate insights and recommendations clearly to HR and business leadership.
  • Passion for culture and employee experience, with a track record of designing and executing programs that drive engagement and organizational health.
  • Ability to work independently, manage competing priorities, and deliver high-quality work in a fast-paced environment.
  • Strong proficiency with HRIS platforms, talent management or survey tools, and Microsoft Office applications.
  • Knowledge of employment laws and HR best practices as they apply to performance management and workforce practices.

Discretionary Judgment
  • Uses independent judgment and discretion based upon the employee's experience in the position and knowledge of the products, equipment, and services.
  • Uses good judgment and possesses ethical work values.

Physical Demands, Working Conditions, and General Employment Guidelines
  • Moderate levels of stress may be experienced in the performance of the job.
  • Position is performed in a general office environment, home office, or approved remote workspace where physical work includes, but is not limited to, sitting, standing, reaching, kneeling, bending, and lifting to 25 lbs.

Equipment
  • Daily use of the Microsoft Teams (phone), computer, printer, and other routine office equipment.
  • Must have high speed internet access and suitable home office setup in order to work a hybrid schedule.

Safety to Self and Others
  • Little responsibility for safety of others. The job is performed in an office setting where there are no hazardous materials or equipment.

Working Conditions/Hazards
  • Position is performed in an open office environment or approved remote work location.

Compensation & Total Rewards
  • The anticipated base salary range for this position is $90,000-$110,000 annually. This position is also eligible for an annual target bonus of 4%. Actual compensation will be determined based on factors including relevant experience, skills, qualifications, and geographic location.
  • Benefits include paid time off, medical, dental, and vision insurance, a 401(k) with a 5% company match, a fitness bonus, professional development opportunities, and programs that support overall well-being.

Work Location
  • Hybrid at a RedSail Office
    • Spartanburg, SC
    • Irving, TX
    • Shreveport, LA
    • Oak Brook, IL
    • Cranberry Township, PA
    • Long Island, NY

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

Apply