Medica is a nonprofit health plan with more than a million members that serves communities in Minnesota, Nebraska, Wisconsin, Missouri, and beyond. We deliver personalized health care experiences and partner closely with providers to ensure members are genuinely cared for.
Were a team that owns our work with accountability, makes data-driven decisions, embraces continuous learning, and celebrates collaboration - because success is a team sport. Its our mission to be there in the moments that matter most for our members and employees. Join us in creating a community of connected care, where coordinated, quality service is the norm, and every member feels valued.
The Senior Manager, Talent Management is responsible for the execution, adoption, and continuous improvement of Medica's enterprise talent management systems. This role operationalizes enterprise frameworks developed by the VP of Talent & Culture and partners with HRBPs, Talent Development, and Centers of Excellence to ensure consistent deployment and alignment across the organization.
In addition to talent and succession planning, performance framework deployment, and job architecture alignment, this role also drives the engagement strategy execution, including analyzing enterprise insights, identifying priority actions, enabling leaders to apply those insights, and managing the technology and data ecosystem that supports engagement solutions. The Senior Manager ensures enterprise consistency, alignment, and practical adoption of these systems to build a cohesive and enterprise-minded talent environment.
Key Accountabilities:
Talent & Succession Planning Execution
Leads enterprise execution of talent review and succession planning processes
Ensures consistent tools, guidance, and calibration across the organization
Synthesizes enterprise talent insights into actionable recommendations for the VP Talent & Culture and HR Leadership
Partners with HRBPs to facilitate effective adoption and application of talent processes
Job Architecture & Internal Mobility Alignment
Partners with Compensation to ensure job architecture aligns with internal mobility strategy
Advises HRBPs on role design consistency and application of job frameworks
Works cross-functionally to support scalable and equitable mobility practices across the enterprise
Engagement Strategy, Enterprise Insights & Leader Enablement
Supports execution of the enterprise engagement strategy in partnership with the external engagement survey vendor, ensuring effective survey administration, data integrity, and alignment with talent, culture, and organizational priorities
Partners with engagement survey vendor to analyze and interpret engagement insights at the enterprise level, identifying themes, risks, and targeted priorities
Develops leader-friendly tools and guidance that help translate engagement insights into actionable behaviors and team-level improvements
Partners with HRBPs to ensure consistent adoption and accountability across leaders
Works closely with the VP Talent & Culture to operationalize enterprise engagement priorities
Performance Framework Deployment
Ensures enterprise-wide adoption of performance management philosophy, tools, and practices
Partners with Centers of Excellence to align performance, development, mobility, and culture
Drives consistency in how performance processes are understood and executed
HR Partnership & Enterprise Enablement
Provides guidance and enablement tools for HRBPs and people leaders
Supports execution of enterprise engagement and culture insights (excluding strategy ownership)
Coordinates across HR to ensure alignment and eliminate friction points
Data, Reporting & Continuous Improvement
Manages or supports the HR technology platform used for engagement measurement, action planning, and insights delivery
Uses talent, performance, and mobility data to identify gaps in adoption, identify barriers, and recommending enhancements to systems and processes
Establishes continuous improvement loops across talent and engagement processes using enterprise data and feedback
Ensures tools and processes remain simple, consistent, and scalable
Required Qualifications:
Preferred Qualifications:
Skills & Abilities:
This position is an Office role, which requires an employee to work onsite, on average, 3 days per week. We are open to candidates located near one of the following office locations: Minnetonka, MN or Madison, WI.
The full salary grade for this position is $113,400-$194,400. While the full salary grade is provided, the typical hiring salary range for this role is expected to be between $113,400-$170,100. Annual salary range placement will depend on a variety of factors including, but not limited to, education, work experience, applicable certifications and/or licensure, the positions scope and responsibility, internal pay equity and external market salary data. In addition to base compensation, this position may be eligible for incentive plan compensation in addition to base salary. Medica offers a generous total rewards package that includes competitive medical, dental, vision, PTO, Holidays, paid volunteer time off, 401K contributions, caregiver services and many other benefits to support our employees.
The compensation and benefits information is provided as of the date of this posting. Medica's compensation and benefits are subject to change at any time, with or without notice, subject to applicable law.
Eligibility to work in the US: Medica does not offer work visa sponsorship for this role. All candidates must be legally authorized to work in the United States at the time of application. Employment is contingent on verification of identity and eligibility to work in the United States.
We are an Equal Opportunity employer, where all qualified candidates receive consideration for employment indiscriminate of race, religion, ethnicity, national origin, citizenship, gender, gender identity, sexual orientation, age, veteran status, disability, genetic information, or any other protected characteristic.