Global Talent Manager

Insight Global is seeking a Global Talent Manager to own and evolve performance management and talent processes for a fast‑moving, tech‑enabled corporate environment. This role is highly hands‑on and data‑driven, with a strong emphasis on translating raw talent data into clear insights that drive better leadership decisions.
This individual will partner closely with HRBPs and business leaders to design, scale, and continuously improve performance management, goal‑setting, and talent review processes for a salaried population of 300+ employees. The ideal candidate is both strategic and operational — someone who can build decks from raw data, connect trends in real time during calibration discussions, and propose practical solutions leaders can immediately act on.
This role is not a people‑manager in the near term. Success is defined by the ability to design and run effective mid‑year and end‑of‑year performance cycles, enable meaningful feedback (including 360s), and ensure leaders are using data consistently and credibly to evaluate and develop talent.

Key Responsibilities:

-Own and execute mid‑year and end‑of‑year performance management cycles, including goal‑setting, feedback, ratings calibration, and performance outcomes
-Design and evolve performance and talent processes that can scale with the business, rather than maintaining only existing frameworks
-Lead and actively participate in calibration sessions, using data to surface trends, inconsistencies, and risks (e.g., rating inflation, manager bias)
-Interpret raw talent and performance data, build compelling narratives, and present insights through clear, executive‑ready decks
-Partner with HRBPs and leaders to propose improvements to goal‑setting, feedback quality, and performance evaluation practices
-Support the design and implementation of 360 feedback approaches, including question design, user experience, data capture, and insight generation
-Collaborate with HRIS and People Analytics partners to ensure data integrity, reporting accuracy, and process usability
-Help leaders connect the dots between performance data, succession planning, and development decisions
-Operate comfortably in ambiguity, bringing structure, ideas, and solutions rather than waiting for fully defined processes

We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.

-4+ years of total experience across Talent Management, Performance Management, Organizational Effectiveness, or HR Business Partner roles
-Deep hands‑on experience with performance management is required, including mid‑year and end‑of‑year cycles, goal‑setting, and feedback
-Experience participating in at least two full performance management cycles end‑to‑end
-Proven ability to design or significantly improve talent or performance processes, not just operate within existing ones
-Strong data fluency, with the ability to analyze raw data (e.g., trends, distributions, comparisons), identify patterns, and tell a clear story
-Comfort building decks and materials directly from data to support calibration and leadership discussions
-Ability to challenge and influence leaders through insights and options rather than positional authority
-Experience partnering cross‑functionally with HRBPs, HRIS, and analytics teams
-Highly adaptable, comfortable working in a fast‑moving, tech‑oriented environment

-Experience in the technology industry or environments that move quickly and require innovation and iteration
-Exposure to succession planning and talent review methodologies
-Experience designing or enhancing 360 feedback programs
-Familiarity with modern performance management and goal‑setting approaches
-Advanced Excel or data analysis skills (e.g., lookups, trend analysis, distributions)
-Experience using AI or automation tools to support analysis, reporting, or documentation

Benefit packages for this role will start on the 1st day of employment and include medical, dental, and vision insurance, as well as HSA, FSA, and DCFSA account options, and 401k retirement account access with employer matching. Employees in this role are also entitled to paid sick leave and/or other paid time off as provided by applicable law.