Sr. Manager Talent Management and HRBPs

Overview

Who We Are

Established over 70 years ago, we are two of the largest Taft-Hartley trust funds in the United States. With over $50 billion in assets and $7 billion in benefits paid each year, we provide critical health insurance and lifetime retirement benefit services to nearly one million Teamster participants and family members. At Central States/TeamCare we jointly administer two trusted organizations:

TeamCare, a Central States Health Plan

Central States Southeast and Southwest Areas Health and Welfare Fund was founded in 1950 and was one of the first non-profit labor health funds in the United States. Since 2014, the Fund has done business under the tradename TeamCare. Today TeamCare covers the lives of 550,000 members, from 1,100 different employers, making it the largest labor healthcare fund in the

country.

Central States Pension Fund

Central States Southeast and Southwest Areas Pension Fund was founded in 1955 and has blazed a trail to retirement security. Paying over $90 billion in lifetime pension benefits for 690,000 retirees and beneficiaries to-date and has revolutionized the pension world of American workers.

 

Position Summary

 

The Senior Manager, Talent Management & HR Business Partners serves as the operational leader for the organization's talent management and HR business partner roles. Reporting to the Senior HRBP/Talent Management leader, this role ensures the successful execution of enterprise talent initiatives while providing leadership, coaching, and day-to-day direction to the HR Business Partner and Talent Management team members.

 

This position balances strategic partnership with hands-on execution, leading key processes including performance management, talent reviews, succession planning, employee engagement, and organizational effectiveness.

Responsibilities

Key Responsibilities

• Lead the planning and day-to-day execution of the talent management strategy, ensuring alignment with HR CoEs, and business goals. Represents HR CoEs to ensure cross‑functional expertise is leveraged in workforce management, program design, and guidance given to the business.

• Oversee annual people processes, drive continuous improvement, and ensure initiatives are delivered on time and with measurable impact.

• Provide coaching, mentorship, and performance oversight to HR Business Partners and Talent Management team members. Build team capability, foster a culture of accountability.

• Serve as a trusted advisor to business leaders, offering consultative support on talent planning, organizational effectiveness, workforce planning, change management, and employee development to strengthen overall business performance.

• Support the design and implementation of leadership development and talent development programs in partnership with the Learning & Development team.

• Oversee Sr level recruitment and onboarding when roles open, collaborating closely with Talent Acquisition and the executive leaders to identify top-tier leadership talent and ensure their successful transition into the organization.

• Ensure consistency and compliance across talent programs, policies, and HR practices.
• Serve as the function leader's delegate during periods of absence, representing the Talent Management and HR Business Partner function with executive leaders and key stakeholders.

Qualifications

 

Qualifications

 

• Bachelor’s degree in human resources, Business Administration or a related field.
• 8 + years of progressive Human Resources experience with demonstrated expertise in talent management, HR business partnering, or organizational development.
• Experience leading talent processes, including performance management, talent reviews, succession planning and employee engagement.
• Demonstrated ability to coach leaders and influence decision-making across all levels of an organization.
• Strong project management, facilitation, communication, and change management skills.
• Experience interpreting HR metrics and using data to inform business decisions.
• Ability to balance strategic thinking with operational execution.
• Union and nonprofit background a plus

 

Compensation

 

Annual Salary Range: $125,000-$145,000

 

(The posted range of pay represents the anticipated pay scale for this position. Final pay will be determined based on a variety of job-related factors, including, but not limited to, skills, experience, education, certifications, internal equity, and organizational needs.)

Benefits*

We’re proud to offer one of the most competitive total rewards packages in the nonprofit and benefits administration sectors, including:

• 100% company-paid family insurance benefits including health, dental, RX & vision

(comprehensive coverage with low deductibles)

• 100% company-funded pension plan (at no cost to the employee)
• Health care and dependent care Flexible Spending Accounts (FSAs)
• 401(k) retirement plan with company match
• Paid vacation and PTO days
• Flexible start times & hybrid work-from-home schedule
• Lunch stipend for onsite café
• Tuition reimbursement

 

* Please note that, though uncommon, the benefits described above are subject to change at the company’s discretion.

 

Equal Opportunity Employer

We are committed to providing equal employment opportunities to all employees and applicants for employment. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.