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The Sr. Manager - Talent, Engagement and Belonging leads a team of professionals who design and manage programs supporting career and leadership development, performance management, goal setting and, progression promotions. They are responsible for the strategic alignment, design, execution and measurement of programs and processes within the team. They provide support to key stakeholders and engage and motivate the team to deliver results. They work closely with business and People Team leaders (C&OE, EEP, Learning, etc.) to enable business results through execution of programs. This leader is an action-oriented, change agent who works both collaboratively and independently to support Uber Freight’s mission, values, and culture. This position will need to work in office at least 3 days each week.
Responsibilities
Drive talent development and performance enablement strategies and execute programs to increase employee engagement and business results.
Build and manage programs that empower employees to grow, develop, and stretch themselves to reach career goals and that accelerate org capabilities.
Increase manager and leadership capabilities internally.
Enable effective performance management and clear goal alignment to provide employees with clear expectations, continuous feedback, and performance-based rewards.
Partner with senior management and People leadership to enable business strategy and results through program execution.
Leverage People data and analytics to develop insights and provide strategic recommendations for business issues.
Ensure consistent application of tools and processes across the regions.
Requirements
Bachelor’s degree in Human Resources, Business, I/O Psychology, or related field
At least 7 years of progressive experience within an HR team focused on employee career development programs, succession planning and performance management architecture
Proven track record designing, scaling, and deploying enterprise-wide or global talent initiatives for an organization of at least 2,500 employees
Experience leading, coaching, and influencing cross-functional teams or direct reports
Experience presenting to and influencing senior level executives
Nice-to-haves
3 years People Management experience of a team handling employee career development programs, succession planning and performance management architecture
