Senior Manager, Talent Management

Regal Rexnord•Milwaukee, WI

About The Position

Regal Rexnord is seeking a Sr Manager, Talent Management & Early Career to lead a team of professionals to build, deliver, and continuously improve the company’s enterprise Talent Management and Early Career program portfolios. This leader drives strategic execution of performance management, goal setting, succession planning, talent reviews, and early-career pipelines—balancing strategic planning with hands-on delivery. As a leader, this role will manage a small team of professionals providing direction, coaching, development, and clear priorities. Additionally, the role is expected to: Set annual work plans, monitor progress, and ensure the team delivers consistent, high-quality outcomes. Delegate effectively, ensuring team members own programs, events, and TM cycle components. Establish repeatable processes and operational mechanisms that improve efficiency and scalability. Identify and remove roadblocks that impede program execution or adoption. Recommend improvements to TM and EC strategies based on insights and frontline experience. Manage communications, timelines, and alignment across HR and business stakeholders. This role requires strong cross-functional partnership with HRBPs, Talent Acquisition, HRIS, Analytics, Communications, segment leadership teams, and external university and assessment partners. It also requires strong program management capability, data fluency, and an ability to drive inclusive, scalable, repeatable talent routines across a global, de-centralized/matrixed enterprise. This role reports into the Sr Director, Talent Management.

Requirements

Bachelor’s degree in Human Resources, Business, Organization Development, or related field.
7+ years of experience across Talent Management, Leadership Development, Early Career, or HRBP roles.
Demonstrated experience leading teams or managing programs at scale.
Strong portfolio of Talent Management execution experience (performance cycles, succession reviews, leadership competency frameworks).
Experience managing rotational or early-career programs.
Strong facilitation, communication, and executive-ready presentation skills.
Ability to influence and partner across HR functions, business leadership, and technical partners (HRIS, Analytics, Communications).
Proven ability to prioritize, manage multiple cycles, and operate both strategically and operationally.
Candidates must be eligible to work in the United States without requiring company sponsorship to obtain or keep U.S. work authorization.

Nice To Haves

Experience in a global industrial manufacturing environment.
Exposure to assessments (360s, psychometrics, personality inventories).
Experience with Workday talent modules or comparable platforms.

Responsibilities

Lead enterprise execution of annual TM cycles (goal setting, mid-year and year-end performance cycles, enterprise calibration and talent reviews).
Evolve standard work used to support enterprise talent reviews and cadence.
Strengthen succession management and leadership pipelines through bench analytics, readiness frameworks and supporting technologies – e.g., Workday.
Sustain the Leadership Competency Model and associated assessments.
Partner with L&D team to advance development planning playbooks.
Partner with Talent Acquisition on internal mobility, workforce planning, and talent forecasting.
Identify process improvements and digitization opportunities across talent cycles, consistent with external TM modernization expectations.
Use talent metrics, dashboards, and insights to inform decision-making and deliver enterprise-ready reporting.
Lead team members responsible for designing and managing: General Management Development Program (GMDP) Early Career Rotational Program (ECRP)
Create and manage annual EC plans, including cohort recruitment, rotational placements, development programming, performance checkpoints, and executive exposure.
Assess EC program effectiveness using retention, readiness, conversion, engagement, and leader feedback to recommend program improvements.
Manage rotation leader relationships and support successful participant placement, performance outcomes, and engagement.
Ensure cohesion and coordination across universities, TA, EC operations, and business segments.
Address participant needs, resolve issues, and steward a high-quality experiences.