Senior Manager, Talent Management

Medica is a nonprofit health plan with more than a million members that serves communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for.

We're a team that owns our work with accountability, makes data-driven decisions, embraces continuous learning, and celebrates collaboration - because success is a team sport. It's our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm, and every member feels valued.

The Senior Manager, Talent Management is responsible for the execution, adoption, and continuous improvement of Medica's enterprise talent management systems. This role operationalizes enterprise frameworks developed by the VP of Talent & Culture and partners with HRBPs, Talent Development, and Centers of Excellence to ensure consistent deployment and alignment across the organization.

In addition to talent and succession planning, performance framework deployment, and job architecture alignment, this role also drives the engagement strategy execution, including analyzing enterprise insights, identifying priority actions, enabling leaders to apply those insights, and managing the technology and data ecosystem that supports engagement solutions. The Senior Manager ensures enterprise consistency, alignment, and practical adoption of these systems to build a cohesive and enterprise-minded talent environment.

Key Accountabilities:

• Talent & Succession Planning Execution
  
  
  
  • Leads enterprise execution of talent review and succession planning processes
  • Ensures consistent tools, guidance, and calibration across the organization
  • Synthesizes enterprise talent insights into actionable recommendations for the VP Talent & Culture and HR Leadership
  • Partners with HRBPs to facilitate effective adoption and application of talent processes
  
  
  
  
• Job Architecture & Internal Mobility Alignment
  
  
  
  • Partners with Compensation to ensure job architecture aligns with internal mobility strategy
  • Advises HRBPs on role design consistency and application of job frameworks
  • Works cross-functionally to support scalable and equitable mobility practices across the enterprise
  
  
  
  
• Engagement Strategy, Enterprise Insights & Leader Enablement
  
  
  
  • Supports execution of the enterprise engagement strategy in partnership with the external engagement survey vendor, ensuring effective survey administration, data integrity, and alignment with talent, culture, and organizational priorities
  • Partners with engagement survey vendor to analyze and interpret engagement insights at the enterprise level, identifying themes, risks, and targeted priorities
  • Develops leader-friendly tools and guidance that help translate engagement insights into actionable behaviors and team-level improvements
  • Partners with HRBPs to ensure consistent adoption and accountability across leaders
  • Works closely with the VP Talent & Culture to operationalize enterprise engagement priorities
  
  
  
  
• Performance Framework Deployment
  
  
  
  • Ensures enterprise-wide adoption of performance management philosophy, tools, and practices
  • Partners with Centers of Excellence to align performance, development, mobility, and culture
  • Drives consistency in how performance processes are understood and executed
  
  
  
  
• HR Partnership & Enterprise Enablement
  
  
  
  • Provides guidance and enablement tools for HRBPs and people leaders
  • Supports execution of enterprise engagement and culture insights (excluding strategy ownership)
  • Coordinates across HR to ensure alignment and eliminate friction points
  
  
  
  
• Data, Reporting & Continuous Improvement
  
  
  
  • Manages or supports the HR technology platform used for engagement measurement, action planning, and insights delivery
  • Uses talent, performance, and mobility data to identify gaps in adoption, identify barriers, and recommending enhancements to systems and processes
  • Establishes continuous improvement loops across talent and engagement processes using enterprise data and feedback
  • Ensures tools and processes remain simple, consistent, and scalable
  
  
  
  

Required Qualifications:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field
• 7+ of progressive HR experience with a focus in talent management, organizational development, or engagement or workforce insights
• 2+ years of leadership experience

Preferred Qualifications:

• Master's degree or relevant certification (coaching, change management, talent assessment)
• Experience in a medium to large matrixed organization
• Familiarity with modern talent technologies, engagement platforms, and job architecture frameworks

Skills & Abilities:

• Demonstrated experience supporting or implement enterprise-wide talent programs (succession planning, performance, engagement, mobility)
• Strong strategic thinking and analytical skills, ability to convert strategy into actionable, scalable programs
• Excellent collaboration and relationship management skills across HR functions and business partners
• Strong communication skills with the ability to influence and present to executives
• Enterprise thinking
• Ability to lead through ambiguity and transformation

This position is an Office role, which requires an employee to work onsite, on average, 3 days per week. We are open to candidates located near one of the following office locations: Minnetonka, MN or Madison, WI.

The full salary grade for this position is $113,400-$194,400. While the full salary grade is provided, the typical hiring salary range for this role is expected to be between $113,400-$170,100. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the position's scope and responsibility, internal pay equity and external market salary data. In addition to base compensation, this position may be eligible for incentive plan compensation in addition to base salary. Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.

The compensation and benefits information is provided as of the date of this posting. Medica's compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.

Eligibility to work in the US: Medica does not offer work visa sponsorship for this role. All candidates must be legally authorized to work in the United States at the time of application. Employment is contingent on verification of identity and eligibility to work in the United States.

We are an Equal Opportunity employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.