The role:
Invesco is seeking a strategic, globally minded Senior Manager, Talent Management to help design, operationalize, and continuously enhance enterprise-wide talent review, succession planning, and performance management practices. Partnering closely with the Global Head of Talent Management, this role collaborates with HR Business Partners, business leaders, and HR Centers of Excellence to drive consistent, scalable talent outcomes across a global, matrixed organization. The role works with People Insights and Talent Analytics to translate data into actionable insights that inform enterprise talent decisions. Additionally, this partner leads and implements training, development, and coaching initiatives, including leveraging external programs and supporting business-specific learning needs and performance processes.
Responsibilities of the role:
Talent & Performance Strategy and Design
- Design, deliver, and continuously improve Invescos Talent Review and Succession Planning processes in partnership with the Global Head of Talent Management.
- Lead continuous improvement of the Performance Management framework, systems, and tools, ensuring alignment with enterprise standards and regulatory expectations.
- Contribute to global talent strategies that enhance leadership capability and a highperformance culture, ensuring alignment with enterprise standards and priorities.
- Collaborate with HR COEs (e.g., Learning, Organizational Effectiveness, Early Careers) to ensure integration across talent initiatives.
Leader & HRBP Enablement
- Equip HR Business Partners and executive leaders with tools, frameworks, and guidance to run effective goalsetting, feedback, calibration, talent assessments, and succession planning.
- Enhance leader capability in performance coaching, feedback delivery, and talent differentiation.
- Ensure successors and high-potential talent receive consistent development experiences, exposure, and targeted planning.
Talent Insights and Tools
- Partner with the People Insights/HR Analytics team and the Talent Analyst to interpret talent and performance data; ensure insights are meaningful, accurate, and aligned with enterprise priorities.
- Leverage Workday and other talent systems to drive data quality, robust reporting, and actionable analytics used across the talent lifecycle.
- Translate insights into actionable recommendations that improve talent mobility, development, and succession strength.
Global Collaboration, Governance & Change Enablement
- Operate effectively within a global, matrixed environment, adapting approaches to diverse regional and functional needs.
- Lead or contribute to global programs, frameworks, and process evolution initiatives.
- Drive adoption of new talent and performance tools, processes, and technology through effective change management and stakeholder engagement.
- Promote inclusive, equitable talent practices aligned with the regulatory environment of financial services.
Requirements of the role:
- 10+ years of progressive experience in Talent Management, Performance Management, Organizational Development, or related HR disciplines.
- Proven leadership of Talent Review, Succession Planning, and Performance Management at scale.
- Experience operating in global or matrixed organizations; financial services or other regulated industry experience preferred.
- Demonstrated credibility with senior leaders; strong facilitation, presentation, and stakeholder management skills.
- Systems-thinking mindset with the ability to connect processes, data, and insights to enterprise talent strategy.
- Strong analytical and storytelling skills; ability to turn data into practical, highimpact recommendations.
- Experience with Workday Talent & Performance modules and analytics tools is a plus.
The salary range for this position is $130,000 - $150,000/year. The total compensation offered for this position includes salary and incentive pay and will vary based on skills, experience and location
Full Time / Part TimeFull time
Worker TypeEmployee
Job Exempt (Yes / No)Yes
Workplace ModelPursuant to Invescos Workplace Policy, employees are expected to comply with the firms most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each others growth and development.
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.
