Talent Management Manager

Job DescriptionPosition SummaryThe Talent Management Partner is a strategic, talent solutions leader that is responsible to co-create co-design, execute, deploy, and coordinate the Talent Management strategy for the Wine & Spirits function and other groups as identified.  This manager role reports to the Sr. Manager, Talent Partner, and is responsible to influence and drive accountability on the deployment of the Global Talent strategy across the Wine & Spirits division and be the connection point between HR business partners (HRBPs), and center functions (COEs) in line with our HR operating model.  The Talent Partner will collaborate across Global Talent and other COEs to articulate division talent priorities that directly support key enablers to our long-term success as a company. The Talent Partner will partner closely with the division HR leadership, to build a best-in-class diverse workforce through thoughtful, intentional succession planning; working with key business stakeholders, peers, and internal and external best-in-class resources to achieve business results through focused talent solutions.Work Hours & Flexibility:This role requires occasional flexibility to accommodate meetings and deliverables across different U.S. time zones, including Pacific Time. While core working hours will align with your main time zone, there may be periods, such as during performance management and succession planning cycles, when early morning or late afternoon meetings are necessary. Advance notice will be provided whenever possible.ResponsibilitiesStrategic partnership & operating modelPartner with Wine & Spirits leadership and HRBPs to understand business priorities and translate them into a division talent agenda aligned to Global Talent strategy.Serve as a connector across HRBPs and COEs (e.g., Talent Development, Talent Management) to drive consistent execution, clear roles, and timely delivery.Facilitate alignment and decision-making by bringing forward talent insights, options, and recommendations that drive accountability and follow-through.Integrated talent planning & talent reviewsIn collaboration with HRBPs, plan and execute the Integrated Talent Planning cycle, including talent reviews, capability planning, succession planning, and associated action planning.Support Talent Talks and talent assessment discussions (e.g., 9-box, retention risk) to map internal talent and identify priority actions for key populations.Succession & bench strengthPartner with HRBPs and business leaders to identify and refresh critical roles and build succession pipelines, including readiness assessment and targeted development actions.Oversee the end-to-end succession planning process and communicate outcomes using clear data visualization and storytelling to drive action.Partner with the Senior Manager, peer Talent Partners and Talent Development to design and deliver leadership development solutions for succession planning needs.Development strategy, solutions & coaching supportIdentify development needs at the team, and organizational level using talent processes, engagement insights, and stakeholder input.Lead analysis of division talent data to identify urgent and high-impact priorities; co-create robust development action plans with HRBPs and Talent Development.Monitor adoption and effectiveness of development actions; provide proactive recommendations to accelerate growth, strengthen leadership capability, and improve readiness.Consult with HRBPs on 360 assessments and executive coaching engagements for leaders, as needed.Support creation and measurement of Individual Development Plans (IDPs) for successors to critical roles and identified top talent.Performance management & calibrationPartner with HRBPs to plan and execute the annual performance management cycle for client groups, including communications, timeline adherence, completion monitoring, and metric analysis.Lead calibration support for the applicable executive management committee leader by providing talent insights that enable more informed decisions.Talent acquisition partnership & capability planningPartner with HRBPs and Talent Acquisition to inform talent acquisition strategy and capability requirements aligned to divisional talent needs.Minimum QualificationsBachelor's degree on HR Management, Psychology, Organizational development Business Management / administration or similar.6-8 years of progressive HR experience, with demonstrated depth in talent management (e.g., talent reviews, succession planning, development planning, performance processes).Bilingual in English and Spanish strongly preferred, but not required.Project management skills and ability to manage multiple priorities and/or project within an ever-changing environment.Strong business acumen with the ability to connect talent recommendations to organizational outcomes.Strong analytical, oral, and written communication, interpersonal, influencing and active listening skillsExperience using data analytics and data visualization to translate talent insights into actions (tools and methods may vary).Experience facilitating senior leader discussions (e.g., talent calibration, succession reviews, talent assessment sessions).Essential SkillsDemonstrated passion for a talent-focused, leadership-centered agenda; acts as a trusted advisor and drives shared ownership and accountability for talent outcomes.Strategic thinking and organizational savvy; able to translate strategy into practical plans and drive results through others.Strong collaboration and stakeholder management skills; anticipates and balances the needs of multiple stakeholders.Comfortable using data analytics and data visualization to inform decisions and tell a clear talent story.Strong facilitation and communication skills, including the ability to influence at multiple organizational levels.Ability to prioritize, execute, and meet deadlines in a fast-paced, changing environment with strong follow-through.Global mindset and systems perspective when diagnosing issues and recommending talent solutions.Physical Requirements/Work EnvironmentMust be able to sit and/or stand for prolonged periods of time and work on a computer for extended periods. Lifting may be required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. Primary work environment is professional corporate office.Ability to travel commercially | international travel is possible.LocationChicago, IllinoisAdditional LocationsRochester, New YorkJob TypeFull timeJob AreaHuman ResourcesThe salary range for this role is:$98,800.00 - $177,600.00This is the lowest to highest salary we in good faith believe we would pay for this role at the time of this posting.  Our compensation is based on cost of labor. For remote locations or positions open to multiple locations, the pay range may reflect several US geographic markets, including the lowest geographic market minimum to the highest geographic market maximum. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors including, but not limited to, the prevailing minimum wage for the location, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs.  At Constellation Brands, it is not typical for an individual to be hired at the high end of the range for their role, and compensation decisions are dependent upon the facts and circumstances of each position and candidate. We offer comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401(k), and any other benefits to eligible employees.Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.Equal OpportunityConstellation Brands is committed to a continuing program of equal employment opportunity. All persons have equal employment opportunities with Constellation Brands, regardless of their sex, race, color, age, religion, creed, sexual orientation, national origin or citizenship, ancestry, physical or mental disability, medical condition (cancer or genetic characteristics), marital status, gender (including gender identity or gender expression), familial status, military or veteran status, genetic information, pregnancy, childbirth, breastfeeding, or related conditions (or any other group or category within the framework of the applicable discrimination laws and regulations).

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