Manager Talent Management

Role Summary:

The Manager Talent Management is responsible for designing, implementing, and leading talent strategies that support Summit's long-term growth objectives. This position oversees talent acquisition, succession planning, leadership development, talent reviews, workforce planning, internal mobility, and associate development initiatives. The role partners with business leaders to ensure Summit has the right talent, in the right roles, at the right time while fostering a culture of continuous development, engagement, and organizational effectiveness. This leader serves as a strategic advisor to leadership and drives initiatives that strengthen the organization's leadership pipeline and talent readiness.

Essential Job Functions:

• Lead and develop the Talent Acquisition team to ensure exceptional customer service and delivery of hiring objectives.
• Own the overall talent management strategy, including talent reviews, succession planning, leadership development, and workforce planning.
• Facilitate annual talent review processes, calibration sessions, and 9-box assessments across the organization.
• Partner with business leaders to identify critical roles, succession risks, and development needs.
• Develop and maintain succession plans for key leadership and hard-to-fill positions.
• Create and manage high-potential associate development programs and internal talent pipelines.
• Drive career pathing and internal mobility initiatives that support retention and associate growth.
• Analyze workforce data, talent metrics, turnover trends, succession readiness, and recruiting effectiveness; develop action plans based on findings.
• Partner with Learning & Development to design leadership development programs and targeted development experiences.
• Ensure talent assessment processes, development planning, and career aspiration discussions are executed consistently throughout the organization.
• Lead recruiting strategy, sourcing initiatives, college recruiting, military recruiting, and talent community development.
• Partner with senior leadership on organizational design, workforce planning, and future talent needs.
  Manage external recruiting vendors, assessment providers, and strategic talent partners.
• Ensure compliance with federal, state, and local employment laws and company policies.
• Foster a culture of continuous improvement and Lean process excellence within Talent Management and Human Resources.

Essential Qualifications and Experience:

• Demonstrated experience leading Talent Acquisition, Talent Management, Organizational development, or Human Resources functions.
• Strong knowledge of talent reviews, succession planning, leadership development, performance management, and workforce planning.
• Proven ability to influence senior leaders and facilitate executive-level talent discussions.
• Strong business acumen and analytical capabilities with experience interpreting workforce and talent metrics.
• Ability to build talent strategies aligned to business growth objectives.
• Excellent communication, facilitation, coaching, and relationship-building skills.
• Advanced proficiency in HR technology platforms, talent management systems, and reporting tools.
• Demonstrated experience leading teams and driving organizational change.

Beneficial Skills and Experience:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, or related field.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or equivalent certification.
• Experience leading talent reviews and succession planning processes.
• Experience with SonePeople, SuccessFactors, or similar talent management platforms.
• Experience supporting multi-site operations.
• Experience designing leadership development or emerging leader programs.

Physical Challenges:

• Prolonged periods of sitting and working at a computer, including extensive use of a keyboard, mouse, and multiple software applications.
• Regular communication with associates, candidates, leadership, and external partners via phone, virtual meetings, and in-person interactions.
• Ability to move throughout office, branch, warehouse, and customer environments to support recruiting, talent development, training, and workforce initiatives.
• Ability to occasionally stand for extended periods during career fairs, onboarding events, training sessions, conferences, and leadership meetings.
• Ability to travel by automobile and/or airplane to branch locations, educational institutions, recruiting events, training programs, and corporate meetings.
• Ability to occasionally lift and carry materials, training supplies, recruiting displays, presentation equipment, or event materials weighing up to 50 pounds.
• Ability to bend, reach, stoop, and climb stairs as necessary when visiting facilities or participating in company events.
• Visual ability sufficient to analyze data, review reports, conduct presentations, and operate standard office equipment.
• Ability to occasionally walk through warehouse, distribution center, and operational environments while complying with all applicable safety requirements and personal protective equipment (PPE) guidelines.

Work Environment

• Primarily performed in a professional office environment.
• Frequent interaction with associates, leaders, candidates, educational partners, and external business contacts.
• Occasional exposure to warehouse, distribution center, branch, and construction-related environments requiring adherence to safety policies and procedures.
• Travel may range from 15%-30% depending on business needs, recruiting initiatives, talent reviews, leadership development programs, and organizational priorities.

FLSA Status: Exempt