Manager, Talent and Performance Management
- Create and administer talent management programs, processes, and best practices specific to goal setting, performance management cycles, feedback and career development plans.
- Collaborates with HR Leadership to develop processes and programs around succession planning, performance management, identifying talent, and talent reviews.
- Co-facilitate the talent review process including the identification and development of top and emerging talent.
- Play a critical role in influencing, identifying, and maximizing opportunities to improve performance, potential, and capabilities of the enterprise, enabling associates to deliver the best of their abilities and work toward the next steps in their careers.
- Partner closely with Learning & Development teams, and Talent Acquisition, as well as other functional teams to jointly deliver solutions that support goals and strategic business imperatives. Key collaborative initiatives include competency modeling and alignment to skills, skill mapping to job families and functions, and system enhancements as applicable.
- Utilize analytics and data-driven insights to track key performance indicators related to performance management, associate development, and retention. Develop and deliver people analytics to identify trends and create solutions. Generate reports and dashboards to inform decision-making, identify learning opportunities, and measure effectiveness of talent management initiatives.
- Manage the performance management process to help leaders and associates better understand the expectations for success and to give and receive feedback.
- Develop a variety of training materials, tools, and resources to support transformation of performance management.
EDUCATION REQUIREMENTS
Education Level
Area of Specialization (Marketing, Finance, Pharmacy, Engineering/IT, etc)
Required or Preferred
Bachelor Degree
Human Resource Management or Development, Organizational Development, I/O Psychology or related fields
Required
Masters Degree
Preferred
LICENSES/CERTIFICATIONS
Licenses/Certifications
Other/List/Reason
Required or Preferred
Other:
SHRM
Preferred
leadership coaching certifcation (ICF certified)
Preferred
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge, Skills and Abilities
Required or Preferred
Proficiency with HRIS and talent management software (e.g., Workday). Knowledge of system implementation and administration.
Required
Ability to align talent and performance management strategies with organizational goals. Skilled in long-term planning and visioning.
Required
Comprehensive knowledge of performance management systems, tools, and processes. Familiarity with setting performance metrics, KPIs, and evaluation techniques.
Required
Strong analytical and problem-solving skills. Ability to interpret data, identify trends, and make data-driven decisions.
Required
In-depth understanding of talent management frameworks, methodologies, and best practices, as well as workforce planning, associate development, and retention strategies.
Required
WORK EXPERIENCE
Experience
Areas of Experience (Pharmacy, Compliance, E-commerce, Retail, etc)
Required or Preferred
Minimum of 8+ years in talent management and organizational development.
Required
The typical starting pay range for this position is between $115,670 - $165,885 annually, although wages can vary based on experience and geography.
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If you want to make a difference, Rite Aid is the right place.
While Rite Aid is big, it still feels small — you and your work are never lost in the crowd. You know the leaders, and they recognize your impact. Teams are tightly knit and agile. Small groups, courageous enough to meet our goals in new ways. You can take your work, your team, or your business to the next level without being slowed down by a ton of process or layers of approval. For anyone with intent to grow, you can reinvent yourself in a new role or take on a new challenge while helping us reinvent Rite Aid and innovate our industry.
Wherever you work in the Rite Aid family, your diverse perspectives and fierce commitment enable us to deliver on the promise of ’whole health for life’ for communities around our country.
And that makes the biggest difference of all.
Rite Aid is on the front lines of delivering healthcare services and retail products to more than 1.6 million Americans each day.
Through our RxEvolution strategy, Rite Aid is re-imagining the neighborhood pharmacy as a destination for total health and wellness – the place where traditional medicine and alternative therapies come together in perfect harmony.
We believe in the power of pharmacy to provide trusted and accessible care that helps our customers go beyond healthy and get thriving. An essential part of our RxEvolution includes empowering our pharmacists to engage more with customers – while also updating our product mix to favor better-for-you and free-from options that our customers value.
Rite Aid Corporation is also proud to be one of the nation's leading drugstore chains. With approximately 2,500 stores in 19 states, we have a strong presence on both the East and West Coasts, employing more than 51,000 associates.
Fair Chance Act
Fair Chance Act Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Pursuant to the Los Angeles Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Pursuant to the California Fair Chance Act, we will consider qualified applicants with a criminal history. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if we identify a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting the Civil Right’s Department Fair Chance Act webpage.
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New Jersey Law Against Discrimination (LAD)
The New Jersey Law Against Discrimination (LAD) prohibits unlawful employment discrimination based on an individual's race, creed, color, national origin, nationality, ancestry, age, sex (including pregnancy), familial status, marital/civil union status, religion, domestic partnership status, affectional or sexual orientation, gender identity and expression, atypical hereditary cellular or blood trait, genetic information, liability for military service, and mental or physical disability (including perceived disability, and AIDS and HIV status).