Senior Manager, Talent and Performance

Job not on LinkedIn

🔥 0 minutes ago

🇺🇸 United States – Remote

💵 $115.6k - $142.5k / year

⏰ Full Time

🟠 Senior

👔 Manager

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RMI

WebsiteLinkedInAll Job Openings

501 - 1000 employees

Founded 1982

💼 Consulting

🏥 Healthcare

⚡ Energy

💰 Grant on 2022-03

Consulting • Healthcare • Energy

RMI is a company dedicated to transforming the global energy system to ensure a clean, prosperous, zero-carbon future. It identifies interventions and scales transformative changes in the energy system to reduce greenhouse gas emissions by at least 50% by 2030. RMI's work includes various initiatives like carbon-free buildings, electricity, and transportation, as well as international programs targeting climate finance and intelligence, urban transformation, and technology innovation. The company focuses on impactful solutions for energy security and sustainability globally.

📋 Description

• Lead, maintain, and evolve RMI's performance management programs and practices, including annual reviews, mid-cycle check-ins, promotion processes, and feedback practices. • Develop and deliver resources and training for development and performance conversations, career development, and talent decisions. • Manage coaching resources and build relationships across RMI to influence talent management practices and strategy. • Partner with People Partners on consistent and equitable performance processes across business units and geographies. • Lead RMI's workforce planning cycle with senior leaders and Finance; advise on headcount planning and prioritization. • Oversee reporting and analysis for succession planning, retention, workforce planning, and leadership development. • Own talent review and succession planning programs and develop high-potential employees. • Manage the Rotational Associate Program and intern program talent lifecycle. • Design and iterate career pathing frameworks and internal mobility processes. • Build and maintain people analytics reporting on headcount, turnover, internal mobility, and talent pipeline data. • Assess, stabilize, and evolve RMI's Talent Acquisition function and hiring strategy. • Lead internal mobility as a talent strategy before opening external requisitions. • Build the case for Talent Acquisition resourcing and recommend function structure. • Establish hiring process standards covering intake, leveling, panel design, offer alignment, and feedback timelines. • Own Talent Acquisition technology and platforms, including AI-enabled sourcing, screening, and workflow tools. • Partner with hiring managers and People Partners on role scoping, leveling, offer alignment, and equitable hiring processes.

🎯 Requirements

• 10+ years of progressive HR/People Operations experience with demonstrated ownership of talent programs and performance management at a program design level — not just execution. • Experience implementing and evolving full-cycle performance management programs, including calibration, promotion processes, and feedback practices across a complex, multi-stakeholder organization. • Demonstrated ability to influence senior leaders and program leads without direct authority and hold a line on process integrity when you don't control the outcome. • Experience leading change management efforts with senior stakeholders in environments where compliance is earned, not mandated. • Experience building or maintaining people analytics reporting — headcount, turnover, pipeline, internal mobility — and translating data into recommendations for senior leaders. • Experience leading or significantly contributing to workforce planning cycles in partnership with Finance or a comparable function. • Experience supporting international operations with employees located globally. • Solid understanding of HR practices, employment law, and organizational design, particularly as it relates to global performance management, promotion equity, and compliance across multiple geographies. • Strong interpersonal awareness, collaboration, and coaching skills; skilled navigator of differences to build inclusive processes. • Proven ability to manage multiple priorities and build relationships at all levels in a fast-moving, ambiguous environment. • Bachelor's degree in HR, Organizational Development, Business, or related field; SHRM-CP, G PHR, or equivalent a plus. • Candidates must have current, independent authorization to work in the U.S. without present or future sponsorship from RMI. • Preferred: experience assessing, building, or scaling a Talent Acquisition function; rotational associate, early-career, or cohort hiring programs; succession planning or formal talent review programs; TA technology platforms including AI-enabled sourcing and workflow tools; energy, climate, or mission-driven organizations.

🏖️ Benefits

• Medical, dental, vision insurance • 403b retirement match with immediate vesting • Group life, AD&D, and short- and long-term disability • Optional voluntary life, AD&D and accident plans • Health savings or flexible spending accounts • Fertility and hormonal health support • Mental health and wellness support • Comprehensive leaves of absence (including generous parental leave) • Generous paid time off and sick leave • Paid sabbatical leave • Regional holidays with at least one extended break in each geography • Work from home and home technology allowances • Learning & development opportunities (LinkedIn Learning and an annual individual professional development budget) • Potential for bonuses and merit increases • Discount marketplace (gym memberships, pet insurance, etc.) • Hybrid / remote work options • Team retreats and geographic meetups • Rewards and recognition programs • Essential IT equipment • Occasional in-person meeting travel costs covered