Sr. Talent Management Manager
$172k - $230k USD
OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov’s mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.
Job Summary:
The Sr. Talent Management Manager is a senior-level functional expert responsible for owning and leading large, complex segments of the enterprise talent portfolio without direct people management responsibilities. This role operates with significant autonomy and accountability, translating enterprise talent strategy into scalable, sustainable programs that drive performance, engagement, and leadership capability.
This leader partners closely with HRBPs, HR COEs, People Operations, and business leaders to ensure programs are effectively planned, launched, adopted, and measured. They bring strong program management discipline, outstanding communication capabilities, and a mindset of continuous improvement grounded in analytics, feedback, and business partnership.
Responsibilities:
Enterprise Talent Program Ownership
Own end-to-end accountability for major enterprise talent programs or program portfolios (e.g., performance management, leadership development, succession planning, career development, engagement, etc.).
Translate enterprise talent strategy into multi-year roadmaps, annual operating plans, and execution priorities for assigned programs.
Make independent decisions within program scope, including design tradeoffs, sequencing, resourcing needs, and change approach.
Identify systemic gaps or risks in talent processes and proactively recommend solutions to the Director and People leadership.
Partner closely with HR Tech to ensure all systems, workflows, forms, templates, timelines, and program logic are properly configured and tested before launch.
Advanced Program Execution & Operational Leadership
Lead complex, cross-functional execution across multiple workstreams, stakeholders, and timelines.
Establish program governance, operating cadence, escalation paths, and success metrics.
Partner closely with HR Tech and People Operations to ensure systems, workflows, and data structures support scalable delivery.
Lead or support UAT (User Acceptance Testing) for all talent system configurations; validate accuracy, troubleshoot issues, and ensure readiness for company-wide rollout.
Resolve complex execution issues, balancing business needs, employee experience, and operational constraints.
Strategic Partnership & Influence
Act as a senior partner to HRBPs and business leaders on talent programs, providing guidance on application, interpretation, and decision-making.
Influence senior leaders through data, insights, and program outcomes rather than positional authority.
Partner with Compensation, Learning, and other COEs to ensure talent programs are integrated and aligned.
Represent Talent Management in cross-functional forums, planning cycles, and enterprise initiatives as needed.
Change Management, Enablement & Communications
Own change-management strategy for assigned talent programs, including stakeholder alignment, risk mitigation, and adoption planning.
Design enterprise communication strategies and manager enablement materials to drive clarity and sustained adoption.
Ensure leaders and managers are equipped to execute talent processes effectively and consistently.
Drive accountability for participation, quality, and outcomes in partnership with HRBPs and business leaders.
Performance, Development & Engagement
Lead execution and continuous improvement of performance management and talent review processes within assigned scope.
Design and deliver leadership and career development programs aligned to organizational priorities.
Own execution of employee engagement programs or segments, including insight synthesis and action-planning frameworks.
Ensure programs produce measurable improvements in manager effectiveness, engagement, and talent outcomes.
Data, Insights & Continuous Improvement
Define KPIs and success measures for assigned programs; own dashboards and reporting.
Analyze trends across performance, engagement, succession, and development data to inform recommendations.
Use insights to evolve programs and influence broader talent strategy discussions.
Present findings and recommendations to People leadership and senior stakeholders.
Requirements and Preferred Experience:
10+ years of experience in talent management, organizational development, or related HR disciplines.
Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or related field.
Proven experience owning and scaling enterprise talent programs with significant organizational impact.
Demonstrated ability to influence senior leaders and drive outcomes in a highly matrixed environment.
Strong program leadership, analytical, and change-management capabilities.
Preferred Qualifications:
Certification in talent management or organizational development (e.g., SHRM-SCP, CPTD, or similar).
Experience working in SaaS or technology-driven organizations.
Deep Familiarity with talent management systems and HRIS systems
Knowledge of Radford leveling and compensation frameworks.
Compensation:
San Francisco, CA: $172,000 - $230,000
On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.
The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate’s geographical location.
Why OpenGov?
A Mission That Matters.
At OpenGov, public service is personal. We are passionate about our mission to power more effective and accountable government. Government that operates efficiently, adapts to change, and strengthens public trust. Some people say this is boring. We think it’s the core of our democracy.
Opportunity to Innovate
The next great wave of innovation is unfolding with AI, and it will impact everything—from the way we work to the way governments interact with their residents. Join a trusted team with the passion, technology, and expertise to drive innovation and bring AI to local government. We’ve touched 2,000 communities so far, and we’re just getting started.
A Team of Passionate, Driven People
This isn’t your typical 9-to-5 job; we operate in a fast-paced, results-driven environment where impact matters more than simply clocking in and out. Our global team of 800+ employees is united in our commitment to challenge the status quo. OpenGov is headquartered in San Francisco and has offices in Atlanta, Boston, Buenos Aires, Chicago, Dubuque, Plano, and Pune.
A Place to Make Your Mark
We pride ourselves on our performance-based culture, where every employee is encouraged to jump in head-first and take action to help us improve. If you have a great idea, we want to hear it. Excellent performance is recognized and rewarded, and we love to promote from within.
Benefits That Work for You
Enjoy an award-winning workplace with the benefits to match, including:
Comprehensive healthcare options for individuals and families
Flexible vacation policy and paid company holidays
401(k) with company match
Paid parental leave, wellness stipends, and HSA contributions
Professional development and growth opportunities
A collaborative office environment with weekly catered lunches.