Talent Service and Delivery

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Your Role

The Talent Program Manager is part of the Talent team, accountable for shaping, leading and governing a portfolio of strategic Talent transformation initiatives. The role supports global Talent programs that improve the EY employee experience, enable HR teams, and support business leaders with high-quality Talent services and advice.

This role operates with significant autonomy and executive visibility, partnering with senior stakeholders across geographies and functions to define strategy, scope, benefits, governance and delivery outcomes. The Talent Program Manager leads cross-functional teams, manages complex risks and dependencies, and ensures programs deliver measurable value across process, service delivery model, data, technology and organization change.

Key Accountabilities

• Understand business needs and advise on the scope, shape and delivery approach for HR transformation projects and initiatives.
• Develop or contribute to initial business cases, benefits, project plans, work products and governance materials.
• Lead cross-functional and cross-geography teams focused on complex global HR projects to deliver strategic outcomes across multiple workstreams.
• Apply strong project management disciplines, including planning, RAID management, budget oversight, status reporting and governance.
• Partner with senior stakeholders to secure alignment, influence decisions, manage ambiguity and drive adoption of program outcomes.
• Deliver value by demonstrating an integrated understanding of process, service delivery model, data, technology and organization change impacts.
• Create and deliver clear, concise and high-quality project materials, recommendations and executive-ready communications.
• Drive continuous improvement in Talent program delivery methods, tools and ways of working, and act as a visible role model for program management excellence.
• Coach, develop and direct team members and matrixed project resources, ensuring quality, accountability and effective knowledge sharing across the team.
• Build trusted relationships across the internal EY organization and with strategic partners to enable successful global execution.

Experience

• 12+ years of proven HR, Talent, transformation, consulting or program leadership experience, preferably in a global, complex organization.
• Demonstrated experience leading complex, enterprise-scale HR or Talent transformation programs across multiple geographies, functions and stakeholder groups.
• Experience in management consulting, advisory, or global consultancy organization environments is preferred.
• Experience operating with senior executive stakeholders, including preparing decision materials, influencing outcomes and managing governance forums.
• Experience with HR process improvement, HR service delivery, HR technology deployments, HR operating model changes, manager/employee self-service or shared services is highly desirable.
• Experience managing program budgets, dependencies, risks, issues and benefits realization across complex portfolios
• Experience with managing project ambiguity and bringing innovative solutions to challenging problems.
• Experience with SAP SuccessFactors, ServiceNow, workflow automation, data/reporting or related Talent technology is an advantage.

Competencies

Strategic Leadership

• Supports leadership direction for complex programs and connects delivery activity to broader Talent strategy and business value.
• Anticipates organizational impacts, makes sound trade-off recommendations and enables senior leadership decisions.

Accuracy and Quality Driven

• Produces accurate, high-quality executive materials, reporting and recommendations within required timeframes.
• Ensure advice and outputs are aligned to relevant policies, project objectives and stakeholder expectations.

Analytical Thinking

• Analyzes complex business problems and develops insightful, practical solutions.
• Translates complex business analysis into actionable recommendations through to implementation.

Client and Stakeholder Focus

• Establishes and maintains credibility and trusted relationships across functions and senior organization levels.
• Influences stakeholders and secures buy-in for program direction, recommendations and decisions.

Innovation

• Identifies opportunities to improve Talent processes, service deliv