Manager, Talent Programs

Join a strong community where all we do is care-for the children and families we serve every day, as well as for our dedicated team members. Our people are our best asset. We listen and we know what you're looking for:

• You want benefits. We support you with a minimum 50% childcare discount, immediate access to benefits, innovative health programs, 401(k) company match, and much more.
• You want balance. We offer flexible schedules that work for you, no nights or weekends, the ability to bring your children to work with you, and paid time off.
• You want opportunity. We invest in your future with ongoing training, tuition reimbursement, credential assistance, and our unique Master Teacher Program.
• You want recognition. We provide a positive, fun workplace where employees are appreciated.

The Talent Program Manager serves as the operational and process lead for core talent management programs that strengthen leadership capability, organizational readiness, and business performance across the organization. Reporting to the Director, Talent Management, this role is responsible for the consistent execution, governance, stakeholder enablement, analytics, and continuous improvement of enterprise talent processes, including performance management, goal setting, talent reviews and calibration, succession planning, high-potential identification, and individual development planning. Working closely with HR Business Partners, business leaders, and cross-functional partners, the Manager ensures talent programs are practical, scalable, data-informed, and aligned with business priorities. This role combines operational excellence, process governance, project management, analytics, and consulting skills to create a high-quality talent management experience that supports leadership effectiveness, talent readiness, and organizational growth.

Essential Functions:

• Serve as the operational owner and enterprise process lead for core talent management programs, ensuring consistent execution, governance, stakeholder enablement, analytics, and continuous improvement.
• Lead the design, implementation, administration, and continuous improvement of enterprise talent management programs to support organizational capability and business performance.
• Manage the end-to-end performance management process, including annual and cyclical activities, tools, leader guidance, communications, training, participation tracking, quality monitoring, and stakeholder support.
• Design and govern the enterprise goal-setting process to improve clarity, alignment, accountability, and consistency in how goals are established, monitored, and evaluated.
• Lead talent review processes, including talent assessment methodologies, calibration guidance, facilitation support, documentation standards, talent risk identification, and follow-through on development actions.
• Build and maintain succession planning infrastructure, including critical role identification, successor readiness approaches, bench strength insights, process standards, and supporting tools that strengthen organizational readiness.
• Evolve and maintain the enterprise individual development planning framework, including templates, guidance, manager enablement resources, and integration with talent review and succession planning outcomes.
• Support and integrate high-potential identification processes to ensure the organization is prepared to develop and retain future leaders.
• Establish and maintain governance for talent management processes by managing the annual talent management calendar, process documentation, leader resources, templates, decision frameworks, role clarity, and controls that improve consistency, scalability, and user experience.
• Partner with HR technology and analytics stakeholders to develop dashboards, scorecards, reporting, and talent insights that inform business decisions and improve program effectiveness.
• Analyze workforce and talent data to identify trends, risks, opportunities, and areas for improvement related to performance, succession readiness, internal mobility, and leadership pipeline health.
• Prepare and deliver reporting, presentations, and insights that support talent discussions, leadership reviews, and workforce planning activities.
• Serve as the primary point of contact for talent management processes, providing consultation, guidance, and support to HR Business Partners, leaders, and cross-functional stakeholders.
• Develop communications, training materials, job aids, leader toolkits, and enablement resources that support adoption and effective execution of talent processes.
• Partner closely with Leadership Development and other talent functions to ensure insights from talent reviews, succession planning, assessments, and development planning are translated into meaningful learning and capability-building solutions.
• Lead or contribute to enterprise talent initiatives, including project planning, stakeholder engagement, implementation support, process redesign, and change management activities.
• Research external trends, industry best practices, and emerging talent management approaches to inform recommendations and enhance organizational capability.
• Understand and effectively leverage AI-enabled tools, including Microsoft Copilot, to improve efficiency, enhance insights, streamline talent management processes, and support innovative solutions that advance organizational capability.

Minimum Job Qualifications:

• Bachelor's degree in HR, Organizational Development, Business Administration, Industrial-Organizational Psychology, Psychology, or a related field required. Master's degree preferred.
• 5+ years of progressive experience in Talent Management, Organizational Development, Human Resources, Leadership Development, or a related field.
• Experience owning or leading enterprise-wide talent programs, processes, or initiatives.
• Demonstrated experience supporting or managing performance management, goal setting, talent reviews, succession planning, and employee development programs.
• Experience building process governance, translating strategy into operational execution, and driving adoption across diverse stakeholder groups.
• Experience facilitating talent discussions and partnering with leaders and HR Business Partners.
• Strong analytical experience using talent data, reporting, and insights to inform decisions and drive continuous improvement.
• Experience working in a complex, multi-unit, geographically dispersed, or matrixed organization preferred.

Compensation and Benefits

• Compensation based on position, education and experience. Bi-weekly paid.
  • $106-115k base salary.
  • This position is also eligible for our Support Central bonus program which is based on annual achievement of company performance.
• Health and Wellness Benefits
  • Employees are eligible for a variety of health and welfare benefits based on their Full-time or Part-time status on their date of hire, which include medical, dental, vision, healthcare & dependent care flexible spending accounts (FSAs), life insurance, disability, accident, critical illness, hospital indemnity, pre-paid legal, pet insurance and identity theft protection.
  • Employees are eligible to participate in our 401(k) retirement plan after 30 days of employment. Participating employees are also eligible to receive a company provided match on their elective deferrals once they reach 1 year of employment with the company.
• Employee perks/discounts
  • Education assistance including tuition reimbursement
  • Childcare discount available to all employees
  • Corporate partner Discounts
• This position is eligible for paid time off. All Corporate employees are enrolled in our Flexible Paid Time Off (PTO) plan. This plan allows for flexibility and discretion between employees and managers in taking time off - with no set accrual for vacation or sick time. Employees can use Flexible PTO for any reason and is compliant with the Colorado Healthy Families Work Act.
• Applications accepted through 8/28/26.

Learning Care is an equal opportunity employer and will not discriminate against an employee or applicant based on race, color, religion, national origin or ancestry, sex, age, physical or mental disability, veteran or military status, genetic information, sexual orientation, gender identity, gender expression, marital status or any other protected status under federal, state, or local law.