Manager, Talent Development

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The mission of The New York Times is to seek the truth and help people understand the world. That means independent journalism is at the heart of all we do as a company. It's why we have a newsroom that's 1,700 strong and sends journalists to report on the ground from nearly 160 countries. It's why we focus deeply on how our readers will experience our journalism, from print to audio to a world-class digital and app destination. And it's why our business strategy centers on making journalism so good that it's worth paying for.

Note for US based roles: Any offer of employment is contingent on providing proof of Covid-19 vaccination prior to your start date, subject to approved medical and/or religious exemptions, in accordance with applicable law.

Job Description

The Manager, Talent Developme will report to the Performance Enablement Lead on the Talent Management Team. In this role they will be responsible for managing the deployment of progressive performance enablement processes and tools designed to advance, support, engage and retain employees. They will support and execute the administration of the Performance Enablement Cycle, Talent Reviews, Employee Surveys, Succession Planning and Promotions processes.

You will:
  • Manage the execution of the performance enablement cycle. Continue to evaluate and improve the approach while working with HR Business Partners on quarterly and annual activities and communications.
  • Manage and design all performance enablement technology solutions in partnership with HRIS to configure reviews and deliver reports for HR and the business to better understand the talent landscape.
  • Partner with the People Analytics team to create a talent management dashboard; analyze data and develop insights and recommendations for the Executive Committee.
  • Facilitate Performance Enablement trainings as needed (in-person & virtual)
  • Partner with L&D to develop performance enablement focused training
  • Work with the Communications team to develop communications to explain our talent management processes and tools.
  • Manage the execution of our company-wide pulse and life-cycle surveys, becoming a super-user of the platform that can answer questions from employees and HR business partners.
  • Partner with departments to execute pulses with their teams serving as a consultant to help them understand their data and what actions can be taken.
  • Prepare materials and presentations for HR Business Partners and Senior Leadership to inform them of our programs and processes.
  • Consult on the design of Performance Enablement and page on our intranet and manage all of its content
  • Liaise with our existing Talent Management vendors and help to select and onboard future ones.
  • Conduct HR research on a regular basis to share external trends and best practices.


Your Bring:
  • 5+ years of HR experience in a fast-paced environment working in Talent Management, Learning & Development, Project Management and/or Generalist roles. 2-3 years of that experience specifically in Talent Management.
  • Analytics background is a bonus.
  • Ability to work efficiently and accurately and are highly organized with the ability to manage and track multiple priorities simultaneously.
  • Proven track record of taking end-to-end ownership and driving results.
  • Acknowledgement of change management with the ability to develop strategic change management and communications plans
  • Ability to think strategically and translate complex information/data into clear and cohesive stories
  • Strong critical thinking skills to tease out the risks in plans, identify potential blockers, and ensure on time project delivery
  • PowerPoint/Google Slides expert
  • Workday expertise is a bonus.
  • Experience with HR tools and processes
  • Ability to identify issues, problem solve, and know when to ask for help.
  • Excellent written and verbal skills, with facilitation experience.
  • Flexibility and comfort working in ambiguity

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The New York Times is committed to a diverse and inclusive workforce, one that reflects the varied global community we serve. Our journalism and the products we build in the service of that journalism greatly benefit from a range of perspectives, which can only come from diversity of all types, across our ranks, at all levels of the organization. Achieving true diversity and inclusion is the right thing to do. It is also the smart thing for our business. So we strongly encourage women, veterans, people with disabilities, people of color and gender nonconforming candidates to apply.

The New York Times Company is an Equal Opportunity Employer and does not discriminate on the basis of an individual's sex, age, race, color, creed, national origin, alienage, religion, marital status, pregnancy, sexual orientation or affectional preference, gender identity and expression, disability, genetic trait or predisposition, carrier status, citizenship, veteran or military status and other personal characteristics protected by law. All applications will receive consideration for employment without regard to legally protected characteristics. The New York Times Company will consider qualified applicants, including those with criminal histories, in a manner consistent with the requirements of applicable state and local "Fair Chance" laws.