Senior Manager of Talent Management

Position Summary

 

The Senior Manager of Talent Management is responsible for leading and advancing talent management programs that strengthen leadership capability, employee development, organizational effectiveness, and workforce readiness. This role partners closely with HR and business leaders to implement scalable talent strategies that support business priorities, employee growth, succession readiness, and a high-performance culture.

 

Reporting to the EVP of Human Resources, the Senior Manager oversees key talent management processes, including leadership development, succession planning, talent reviews, performance management support, career development, and learning initiatives. This role is accountable for ensuring talent programs are effectively designed, implemented, measured, and continuously improved to meet the evolving needs of the organization.

 

The Senior Manager also leads the day-to-day management of learning technologies, talent development operations, and vendor partnerships, while providing leadership and development to talent management team members.

 

 

Why Fremont Bank?

Founded in 1964, Fremont Bank is one of the oldest independently owned banks in the Bay Area and has been consistently recognized as a Top Workplace for the past 15 consecutive years. Our foundation is built on relationships — with our clients, our associates, and our communities.

We offer:

• A people-first culture grounded in inclusion and excellence
• Deep community involvement and local reinvestment
• A mission-driven workplace where values and performance go hand in hand

The Fremont Bank Way

• Full-Service Banking with comprehensive financial solutions, advanced technology, and exceptional service
• No-Compromise Approach — we help clients get to "yes"
• Core Values:
  • Go above and beyond for clients
  • Foster a supportive and empowering environment for associates
  • Deeply invest in the well-being of our local community

Key Responsibilities

Talent Management Strategy & Programs

• Leads the implementation and continuous improvement of talent management programs that support organizational goals and workforce capability development.
• Designs, develops, and delivers leadership development, management development, professional growth, onboarding, and employee development programs.
• Manages enterprise talent processes, including succession planning, talent reviews, development planning, and leadership readiness initiatives.
• Supports performance management programs through tools, resources, education, and manager enablement initiatives.
• Develops and maintains career development frameworks, learning pathways, and development resources that support employee growth and retention.
• Identifies organizational capability gaps and partners with HR and business leaders to recommend and implement development solutions.
• Ensures talent initiatives align with organizational values, culture, and inclusion objectives.

Learning & Development Operations

• Oversees the administration and execution of learning and talent development programs, ensuring quality, consistency, and positive learner experiences.
• Manages the organization's learning management system (LMS) and other talent development technologies to support effective program delivery and employee engagement.
• Evaluates learning technologies, digital learning tools, and emerging development solutions to improve learner accessibility and effectiveness.
• Coordinates vendor relationships and external learning partnerships to maximize program value and effectiveness.
• Ensures required compliance and regulatory training programs are administered efficiently and completed on schedule.

Data, Analytics & Continuous Improvement

• Establishes program metrics and reporting to evaluate participation, learner satisfaction, skill development, succession readiness, and business impact.
• Monitors talent and learning program effectiveness and recommends improvements based on data analysis, feedback, and organizational needs.
• Utilizes talent metrics and workforce insights to identify trends and inform development priorities.
• Applies industry best practices and innovative approaches to continuously enhance talent and learning programs.

Organizational Effectiveness & Consulting

• Partners with HR business partners and business leaders to assess talent needs and develop practical solutions to address workforce capability gaps.
• Provides guidance and consultation to leaders regarding employee development, leadership effectiveness, succession planning, and career growth.
• Supports organizational development and change management initiatives through talent and learning interventions.
• Contributes to enterprise-wide projects and initiatives that support workforce effectiveness and organizational growth.

Leadership & Team Management

• Leads, develops, and coaches talent management team members, fostering a culture of accountability, collaboration, and continuous improvement.
• Establishes priorities, allocates resources, and manages workload to ensure successful program execution.
• Promotes knowledge sharing, innovation, and professional growth within the talent management function.
• Performs other duties and special projects as assigned.

Qualifications & Skills

Education

• Bachelor's degree in human resources, organizational development, business administration, education, psychology, or a related field required.
• Master's degree in human resources, organizational development, education, business administration, or related discipline preferred.

Experience

• Seven (7) or more years of progressive experience in talent management, learning & development, organizational development, leadership development, or human resources.
• Three (3) or more years of experience leading projects, programs, or teams.
• Experience managing succession planning, leadership development, performance management, learning programs, or related talent initiatives.
• Experience partnering with leaders and HR stakeholders to implement talent and organizational development solutions.
• Experience managing vendors, learning systems, and program budgets preferred.

Knowledge, Skills & Abilities

• Strong knowledge of talent management principles, leadership development practices, succession planning, performance management, and adult learning methodologies.
• Ability to design and implement scalable talent and development solutions aligned with organizational objectives.
• Strong project management and organizational skills with the ability to manage multiple priorities simultaneously.
• Experience utilizing talent systems, learning management systems (LMS), and development technologies.
• Strong analytical skills with the ability to evaluate data, measure outcomes, and make recommendations for improvement.
• Excellent communication, facilitation, presentation, and stakeholder management skills.
• Proven ability to build effective partnerships and influence outcomes across multiple organizational levels.
• Demonstrated ability to manage change and support organizational effectiveness initiatives.

Preferred Qualifications

• Professional certification such as SHRM-SCP, SPHR, CPTD, ATD, or equivalent.
• Certification or training in coaching, facilitation, leadership development, organizational effectiveness, or change management.
• Experience with talent review processes, succession planning methodologies, and leadership assessment tools.
• Familiarity with inclusive leadership practices and employee development frameworks.
• Ongoing professional development in talent technologies, digital learning, workforce analytics, and AI-enabled talent solutions.

What Makes Fremont Bank Associates Thrive?

• Team Players who go above and beyond to support their colleagues
• Action-Oriented professionals who challenge the status quo and seek improvement
• Purpose-Driven individuals who understand and champion the bank’s community impact

Benefits Snapshot

Health & Wellness

• Medical, dental, and vision insurance
• Flexible Spending Accounts (FSA, Dependent Care, Health Savings)

Financial & Retirement

• Employee Stock Ownership Plan (ESOP)
• 401(k) with employer match
• Performance-based bonuses or incentives

Work-Life & Perks

• Paid holidays, vacation, and sick time
• Free personal checking and savings accounts
• Home loan rate discounts
• Tuition reimbursement and professional development resources
• On-site gym and discounted health club memberships
• Employee Assistance Program (EAP)

Equal Opportunity Employer

Fremont Bank is proud to be an Equal Opportunity Employer. We are committed to creating an inclusive environment for all employees, regardless of race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, veteran status, or any other protected classification.

Salary Range

The hiring salary range is based on factors such as experience, skills, education, and internal equity. Compensation decisions are made in consideration of these factors and in alignment with Fremont Bank’s compensation philosophy.

Salary Range

USD $150,000.00 - USD $185,000.00 /Yr.

Employee Stock Ownership Plan (ESOP)

The Employee Stock Ownership Plan (ESOP) is a way for Fremont Bank to contribute to the financial well-being of associates by making a contribution to their retirement account. In addition, the ESOP provides associates an opportunity to share in the growth and prosperity of Fremont Bank.

Note to Search Firms:

Fremont Bank does not accept unsolicited resumes from search firms or agencies without a signed service agreement. Unsolicited resumes will be considered the property of Fremont Bank, and no fees will be paid.