Talent Management Manager

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Job Description:

Airbus Commercial is looking for a Talent Management Manager to join our team.

The Talent Management Manager is a strategic individual contributor responsible for the design, deployment and governance of talent identification and performance enablement across North America. This role acts as the primary link connecting global programs and standards with regional needs to ensure a seamless, compliant, and data-driven talent ecosystem.

The Talent Management Manager provides a consolidated regional view of talent, succession pipelines and overall headcount, ensuring that the unique operational, strategic and legal requirements of the Americas region are represented.

Meet the Team:

Working in our Human Resources department, it's our mission to help support Airbus' greatest assets: our team members. Our team works cross-departmentally as well as with our global counterparts to ensure we are making a positive impact on all aspects of our employee experience.

How We Care for You:

• Financial Rewards: Competitive base salary, incentive compensation which may include profit sharing schemes, retirement savings plan and the ability to participate in an Employee Stock Ownership Plan ("ESOP")

• Work/Life Balance: Paid time off including personal time, holidays and a generous paid parental leave program.

• Health & Welfare: Comprehensive insurance coverage including medical (traditional and high-deductible health plans), prescription, dental, vision, life, disability, Employee Assistance Plan ("EAP") and other supplemental benefit coverages.

• Individual Development: Upskilling and development opportunities through our global Leadership University, including unlimited access to 10,000+ e-learning courses focusing on ways to develop your employability, certifications, career path as well as the opportunity to participate in accelerated development programmes and both national and international mobility.

Your Challenges:

Primary Responsibilities

Strategic Talent Identification & Succession Planning: 20%

• Orchestrate the Regional Team Review: Drive the talent review and potential assessment cycles for the region, ensuring calibration and consistency across all functions.

• Succession Governance: Lead the regional succession planning process, moving beyond tool-based nominations to create strategic "bridges" between company populations to build bench strength for key roles and facilitate cross-organizational movement.

• Accelerated Developer (AD) Management: Own the nomination and development rhythm for high-potential programs across the US, Canada, and Latin America, acting as the primary driver for regional talent pipelines.

• Critical Knowledge Management: Oversee the identification of Critical Knowledge Owners (CKO) as a fundamental pillar of risk mitigation and succession planning.

Performance Cycle, Engagement & Enablement: 40%

• Regional Process Owner: Act as the primary regional focal point for the performance cycle, "People Tempo," managing the execution of goal setting, talent assessments (9-box) mid-year reviews, and year-end assessments.

• Elevate the quality of leader talent discussions to reinforce performance standards and cultural expectations.

• Influence Process Simplification & Enhancement: Partner with global process owners to influence the evolution of performance tools, ensuring global program enhancements remain fully compliant with regional legal standards and are both simple and effective for end users.

• Partner with the Communications and HR teams to ensure messaging and experiences reflect Airbus culture while remaining authentic to the acquired company's identity.

Regional Resource Planning & Workforce Insights: 20%

• Centralized Headcount Reporting: Act as the primary point of contact for gathering and organizing headcount data from various global functions to provide a single, clear view of the workforce across Airbus Americas.

• Strategic Workforce Alignment: Partner with HR Business Partners and Finance to conduct quarterly reviews of resource planning, ensuring talent strategies stay aligned with actual hiring needs and team changes.

• Operational Connectivity: Bridge the gap between global resource plans and local execution, making sure regional leadership has the data needed to make informed talent decisions.

• Champion internal mobility and transparent career growth by connecting employees to Airbus learning and development resources.

• Other duties as assigned.

Strategic Evolution: 20%

• Regional Governance of Competence Standards: Oversee and enhance the regional application of competence assessment frameworks, ensuring all required evaluations are executed to maintain operational compliance.

• Modernizing Talent Frameworks: Lead the strategic evolution of regional talent benchmarks, shifting toward more agile methods of identifying and mapping organizational capabilities to meet future business needs.

• Entity Onboarding: Lead the deployment of Airbus talent tools and performance rhythms into newly acquired or integrated entities

Your Boarding Pass:

• Education: Bachelor's degree in Human Resources, Organizational Development, Business, or related field or equivalent experience.

• Experience: 7+ years of HR or Talent Management experience within a complex, global matrixed organization. Deep expertise in performance management, talent identification, talent review and succession planning.

• Strategic Doer: Demonstrated ability to autonomously lead large-scale programs as an individual contributor. Comfortable executing while keeping long-term goals in mind.

• Collaborative and Influential: Proven ability to influence senior executives and global stakeholders, aligning diverse groups without direct authority. Comfortable operating in a complex, matrixed environment.

• Organized and Proactive: solid project and stakeholder management capabilities with a track record of results-oriented problem solving skills.

• Compliance Acumen: Deep understanding of the legal landscape associated with performance management.

• Analytical Rigor: Ability to manage complex data sets and translate them into executive-ready talent dashboards.

• Communication: Exceptional written communication and presentation abilities, including ability to filter global/European communications and translate them into actionable, region-specific guidance for the region. Exceptional judgement and discretion in managing sensitive talent discussions.

Travel Required

• 20% domestic and international.

Citizenship

Authorized to Work in the United States

Physical Requirements

• Onsite 60%

• Remote 40%

• Vision: Daily able to see and read computer screens and other electronic equipment with screens, able to read documents, reports and engineering drawings.

• Hearing: Daily able to participate in conversations in person and via teleconference or phone and to hear sounds on production floor including safety warnings or alarms.

• Speaking: Daily able to speak in conversations and meetings, deliver information and participate in communications.

• Equipment Operation (personal computer, telephone, copies, fax machine, and related office equipment and using electronic identification card to enter building floors and internal doors): Daily able to operate most office and personal electronic equipment and some tools including production tools such as hydraulic lifts.

• Carrying: Several times a week able to carry documents, tools, drawings, electronic equipment up to 30lbs/14kgs.

• Lifting: Several times a week able to lift documents, tools, drawings, electronic equipment up to 30lbs/14kgs.

• Pushing / Pulling: Several times a week able to push and pull small office furniture and some equipment and tools.

• Sitting: Daily able to sit for long periods of time in meetings, working on computer.

• Squatting / Kneeling: Several times a month able to squat or kneel to retrieve or replace items stored on low shelving.

• Standing: Daily able to stand for discussions in offices or on production floor.

• Travel: Rarely able to travel independently and at short notice.

• Walking (include routine walking such as to a shared printer to retrieve documents): Daily able to walk through office and production areas including uneven surfaces.

• Appropriate hearing/eye protection may also be required when visiting the shop floor

Take your career to a new level and apply online now!

A full job description will be provided to candidates who progress to the interview stage or any candidate upon request.

This job requires an awareness of any potential compliance risks and a commitment to act with integrity, as the foundation for the Company's success, reputation and sustainable growth.

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