Manager, Talent Management

• Develop and execute enterprise and function‑level workforce plans that align talent supply with current and future business strategy.
• Partner with business and functional leaders to forecast headcount, skills, and capability needs across short‑ and long‑term horizons.
• Translate business strategy into clear talent demand scenarios, identifying risks, gaps, and future capability requirements.
• Monitor workforce capacity, role criticality, and skill mix to proactively address business constraints. 

• Analyze workforce data (headcount, attrition, internal mobility, time‑to‑fill, bench strength, diversity metrics) to identify trends and inform decision‑making.
• Establish and track workforce planning KPIs, providing regular insights and recommendations to senior leaders.
• Use data to highlight talent risks, opportunity areas, and mitigation strategies.

• Identify current and future talent needs and develop sustainable talent pipelines for critical and hard‑to‑fill roles.
• Partner with Talent Acquisition to align hiring strategies, sourcing approaches, and workforce plans.

• Oversee and continuously improve the onboarding experience to ensure new hires are effectively integrated and productive.
• Partner with leaders to accelerate time‑to‑productivity through role clarity, early development, and performance expectations.

• Design and manage career development frameworks that enable internal mobility and career progression.
• Ensure employees and managers have access to tools and guidance for meaningful career conversations.
• Partner with leaders to identify readiness for advancement and stretch opportunities.

• Lead succession planning efforts for critical and leadership roles, ensuring depth, readiness, and continuity.
• Facilitate talent reviews to assess potential, performance, and development needs.
• Identify and close succession gaps through targeted development and talent strategies.

• Partner with leaders to foster a work environment that supports engagement, retention, and performance through effective talent practices.
• Translate engagement and retention insights into actionable talent interventions.
• Support leader capability in talent conversations, development planning, and retention efforts.

C&W Services is an Equal Opportunity employer to all protected groups, including protected veterans and individuals with disabilities.  Discrimination of any type will not be tolerated. 

In compliance with the Americans with Disabilities Act Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position at Cushman & Wakefield, please call the ADA line at or email  . Please refer to the job title and job location when you contact us.