Senior Manager, Talent and Performance
Job Description:
The Senior Manager, Talent & Performance is responsible for leading and evolving RMI 's talent management programs, performance culture, and workforce planning across our global organization. Reporting to the Director of Talent & People Operations, you will own performance management, talent programs, workforce planning, and succession, and provide strategic oversight of our Talent Acquisition function.
Responsibilities
Performance Management
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Lead, maintain, and evolve RMI 's performance management programs and practices, including annual reviews, mid-cycle check-ins, promotion processes, and feedback practices.
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Develop and deliver resources and training that enable people and people leaders to have meaningful development and performance conversations, understand career development opportunities, and make sound talent decisions.
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Manage coaching resources to ensure strategic investment in the professional growth of RMI ers; build relationships across RMI to influence talent management practices and strategy.
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Partner with People Partners to ensure consistent and equitable performance processes across business units and geographies, including calibration, ratings integrity, and promotion equity.
Talent Programs & Workforce Planning
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Lead RMI 's workforce planning cycle in partnership with senior leaders and Finance; serve as the People Team's primary voice in headcount planning and prioritization decisions.
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Oversee reporting and analysis of data related to talent processes — including succession planning, retention, workforce planning, and leadership development — to support decision-making by key leaders and stakeholders across the organization.
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Own talent review and succession planning programs, ensuring RMI is identifying and developing high-potential employees.
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Manage the Rotational Associate Program (RAP) and intern program talent lifecycle — including cohort hiring oversight, 90-day reviews, and ongoing development — as a core internal talent pipeline that reduces pressure on external hiring for entry and early-career roles.
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Design and iterate on career pathing frameworks and internal mobility processes to support retention and redeployment across funded work.
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Build and maintain foundational people analytics reporting — including headcount, turnover, internal mobility, and talent pipeline data — to support decision-making by senior leaders and the People Team. Partner with Finance and the compensation function on data inputs.
Talent Acquisition Oversight
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Assess, stabilize, and evolve RMI 's Talent Acquisition function. This is a function that needs strategic leadership, not just oversight.
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Own RMI 's hiring strategy, including annual prioritization of requisitions in partnership with Finance and program leads; with limited TA capacity, sequencing and triage are as important as execution.
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Lead internal mobility as an active talent strategy — connecting workforce planning outputs to redeployment, rotation, and career pathing before opening external requisitions.
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Build the case for TA resourcing: evaluate current capacity against demand, identify gaps, and develop recommendations for how the function should be structured to support RMI 's growth and global complexity.
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Establish and enforce process standards for hiring across programs — intake, leveling, panel design, offer alignment, and feedback timelines — so the Senior Recruiter can operate efficiently and consistently.
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Own TA technology and platforms, including AI-enabled sourcing, screening, and workflow tools that can extend limited capacity.
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Partner with hiring managers and People Partners on role scoping, leveling, and offer alignment; ensure TA processes are equitable, efficient, and reflect RMI 's equity commitments.
Minimum Qualifications
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10+ years of progressive HR/People Operations experience with demonstrated ownership of talent programs and performance manageme