Senior Level Talent Manager Jobs
Senior level talent manager jobs put experienced professionals in charge of talent strategy, workforce planning, and the teams or initiatives that deliver results at scale. Openings concentrate in Technology & Software, Consulting & Professional Services, and Retail, with 36% remote or hybrid availability, and employers like Amazon, BD, and TD hiring at this level now.
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Showing 5 of 179+ Senior Level Talent Manager jobs
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
The Opportunity
Trane Technologies is a global industrial company with 46,000 employees operating across some of the most complex, fast-moving markets in the world. Our Talent & Organizational Capability (T&OC) COE (center of excellence) exists to build the organizational strength that fuels our outperformance — and this role sits at the center of that mission.
As Mid-Career Manager, you will design and implement the enterprise strategy for how Trane Technologies develops Mid-Career talent across the enterprise. You will architect scalable solutions and pathways — not just programs to accelerate the readiness of this talent pool. You will connect the Mid-Career accelerated solutions and programs with our Performance & Development Connections process, to develop a stronger culture of accountability, talent development, and consistent experiences and opportunities for all. You bring external perspective, evidence-based practices, and the credibility to influence senior leadership and regional leaders, etc., while developing a high-performing COE team.
This is a role for a practitioner-strategist who sees career and performance development as a lever for business and culture outcomes.
What You Will Own
Career Development Strategy & Solutions
- Design and implement scalable talent solutions for mid-career top talent addressing the common stall points in this population, capability gaps, ambiguous next-step paths, and disengagement risk anchored to business capability needs, accelerate talent readiness & retention.
- Build program content, learning experiences, and tools that managers and HRBPs can deploy directly, ensuring solutions are practical and scalable across the enterprise.
- Own the end-to-end program calendar, from cohort design through facilitation and follow-up
- Partner with the Global Talent & Succession Lead, Region and Business HR Leaders, and Talent Councils to assess and identify development gaps and translate them into scalable, differentiated solutions — knowing when to build, buy, borrow, or retire a program.
- Partner with HR business partners, regional talent needs, talent councils and other COE T&OC members across the enterprise to govern and implement accelerated development programs for mid-career talent.
- Partner with Workday Talent product owners to align system capabilities and configuration with the desired employee and leader experience, reporting needs, and enterprise talent outcomes.
Analytics & Impact
- Build and leverage data sets, metrics, and evaluation frameworks to measure short-, mid-, and long-term program effectiveness, demonstrating impact on retention, readiness, equitable access, pipeline health, and business performance; present findings and recommendations to senior HR and business leadership.
- Continuously scan the external landscape to identify emerging practices, benchmark against best-in-class organizations, and introduce innovation that keeps Trane Technologies' talent growth approach ahead of the curve.
What You Will Bring
- 6+ years of progressive experience in talent management, career development, within a complex, global organization — with a demonstrated track record of designing, implementing and measuring enterprise-scale accelerated talent development solutions.
- Deep knowledge of career development frameworks best practices, and adult learning principles, with the ability to translate research and external benchmarks into actionable strategies.
- Executive presence and the credibility to influence senior leaders, HRBPs, and cross-functional partners across geographies and cultures.
- Experience working with Workday or comparable Talent technology platforms with experience translating business requirements into effective system design.
- Experience with leadership assessment tools and assessment methodology; Hogan & Coaching certification preferred.
- Bachelor's degree required, master’s degree in HR and Organizational development is preferred
Annual Base Salary Range or Hourly Base Pay Range:
$97,406.66 - $156,200.00Compensation Type:
SalaryIncentive Eligible:
YesSales Commission Eligible:
NoDisclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- 401K match up to 6%, plus an additional 2% core contribution = up to 8% company contribution.
- Paid time off includes 15 vacation days, 9 paid holidays, 3 floating holidays, sick leave, and additional options to support volunteer and parental leave.
- Educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary depending on Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
The Opportunity
Trane Technologies is a global industrial company with 46,000 employees operating across some of the most complex, fast-moving markets in the world. Our Talent & Organizational Capability (T&OC) COE (center of excellence) exists to build the organizational strength that fuels our outperformance — and this role sits at the center of that mission.
As Mid-Career Manager, you will design and implement the enterprise strategy for how Trane Technologies develops Mid-Career talent across the enterprise. You will architect scalable solutions and pathways — not just programs to accelerate the readiness of this talent pool. You will connect the Mid-Career accelerated solutions and programs with our Performance & Development Connections process, to develop a stronger culture of accountability, talent development, and consistent experiences and opportunities for all. You bring external perspective, evidence-based practices, and the credibility to influence senior leadership and regional leaders, etc., while developing a high-performing COE team.
This is a role for a practitioner-strategist who sees career and performance development as a lever for business and culture outcomes.
What You Will Own
Career Development Strategy & Solutions
- Design and implement scalable talent solutions for mid-career top talent addressing the common stall points in this population, capability gaps, ambiguous next-step paths, and disengagement risk anchored to business capability needs, accelerate talent readiness & retention.
- Build program content, learning experiences, and tools that managers and HRBPs can deploy directly, ensuring solutions are practical and scalable across the enterprise.
- Own the end-to-end program calendar, from cohort design through facilitation and follow-up
- Partner with the Global Talent & Succession Lead, Region and Business HR Leaders, and Talent Councils to assess and identify development gaps and translate them into scalable, differentiated solutions — knowing when to build, buy, borrow, or retire a program.
- Partner with HR business partners, regional talent needs, talent councils and other COE T&OC members across the enterprise to govern and implement accelerated development programs for mid-career talent.
- Partner with Workday Talent product owners to align system capabilities and configuration with the desired employee and leader experience, reporting needs, and enterprise talent outcomes.
Analytics & Impact
- Build and leverage data sets, metrics, and evaluation frameworks to measure short-, mid-, and long-term program effectiveness, demonstrating impact on retention, readiness, equitable access, pipeline health, and business performance; present findings and recommendations to senior HR and business leadership.
- Continuously scan the external landscape to identify emerging practices, benchmark against best-in-class organizations, and introduce innovation that keeps Trane Technologies' talent growth approach ahead of the curve.
What You Will Bring
- 6+ years of progressive experience in talent management, career development, within a complex, global organization — with a demonstrated track record of designing, implementing and measuring enterprise-scale accelerated talent development solutions.
- Deep knowledge of career development frameworks best practices, and adult learning principles, with the ability to translate research and external benchmarks into actionable strategies.
- Executive presence and the credibility to influence senior leaders, HRBPs, and cross-functional partners across geographies and cultures.
- Experience working with Workday or comparable Talent technology platforms with experience translating business requirements into effective system design.
- Experience with leadership assessment tools and assessment methodology; Hogan & Coaching certification preferred.
- Bachelor's degree required, master’s degree in HR and Organizational development is preferred
Annual Base Salary Range or Hourly Base Pay Range:
$97,406.66 - $156,200.00Compensation Type:
SalaryIncentive Eligible:
YesSales Commission Eligible:
NoDisclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- 401K match up to 6%, plus an additional 2% core contribution = up to 8% company contribution.
- Paid time off includes 15 vacation days, 9 paid holidays, 3 floating holidays, sick leave, and additional options to support volunteer and parental leave.
- Educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary depending on Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
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Find JobsSenior Level Talent Manager Job Market
Who's Hiring
- Amazon9
- BD2
- TD2
- Aon2
- Chewy2
Top Industries Hiring
- Technology & Software45
- Consulting & Professional Services15
- Retail10
- Healthcare & Medical Services10
- E-Commerce & Online Marketplaces10
Senior Level Talent Manager Jobs: Frequently Asked Questions
How do I get a senior level talent manager job?
Employers hiring at the senior level look for candidates who have owned full-cycle talent programs, not just supported them. A strong history of influencing hiring strategy, building employer brand, or leading a recruiting team carries more weight than tenure alone. Demonstrating measurable outcomes, such as reduced time-to-fill or improved offer acceptance rates, and showing you can mentor junior talent managers will give you a clear edge.
Which companies hire senior level talent managers?
Companies hiring senior level talent managers right now include Amazon, BD, and TD, based on current listings on Migrate Mate as of July 2026. At this level, hiring tends to come from organizations large enough to have dedicated talent functions, including enterprise employers, growth-stage technology companies, and professional services firms building out their people operations.
Are there remote senior level talent manager jobs?
Yes, though availability varies by employer size and function. About 36% of senior level talent manager openings are remote or hybrid as of July 2026, reflecting how broadly companies have accepted distributed talent leadership. Senior roles tied to executive stakeholder relationships or hands-on team management are more likely to require some on-site presence than purely strategic or program-focused positions.
What makes a talent manager role senior level?
Senior level talent manager roles are defined by ownership and scope rather than task execution. At this stage, you are expected to set the direction for talent acquisition or development programs, advise business leaders on workforce strategy, and mentor junior members of the team. The work involves cross-functional influence, accountability for outcomes like hiring quality and retention, and the ability to build or redesign processes rather than follow established ones.
Which industries hire the most senior level talent managers?
Senior level talent manager roles concentrate in Technology & Software, Consulting & Professional Services, and Retail, based on current listings on Migrate Mate as of July 2026. These sectors tend to drive hiring at this level because they face complex workforce demands, high-volume or highly specialized recruiting needs, and ongoing pressure to retain top performers in competitive labor markets.