Talent Programs Manager

Talent Programs Manager (TPM)

This position is based in Atlanta, GA in our Galleria office and is a hybrid role. Applicants in CA, CO, DC, HI, IL, MD, MA, MN, NJ, NY, RI, VT, and WA are not eligible for this posting.

the Talent Programs Manager (TPM)You’ll never be bored in this role – Reporting to the Director, HR Strategy and Talent, the Talent Programs Manager (TPM) is the architect of the Talent team. This role builds frameworks, tools, experiences, and leadership programs that shape how talent grows, performance shows up, and leaders lead at Aaron’s.

This role will turn enterprise talent priorities into simple, practical programs that leaders and employees can (and want to) use. The role works closely with HR, Operations, Ops Training, Communications, and other learning partners to ensure programs are aligned, non-conflicting, and easy to adopt as business needs evolve. Hybrid HQ presence is required.

The Details

What You Need:

8-10 progressive and successful YOE with the following:

Reputation - A credible talent expert with real-world experience building and delivering high-quality solutions. Detail-oriented, collaborative, and business-minded—keeps work moving, prioritizes effectively, and builds trust as both coach and coached. People look forward to working with them.

Talent Development - Designing or supporting leadership development, competencies, or performance frameworks with the ability to anticipate what employees need to be successful

Program Design & Systems - Proven success turning complex talent concepts into simple, practical frameworks and tools, paired with working proficiency in the platforms, systems, and content tools needed to build, deliver, and activate those programs

Cross-Functional Alignment – Working with HR, Operations, Ops Training, and other learning teams to launch aligned, practical talent programs, supported by experience in complex environments that span field and corporate teams.

Change Readiness - Experience preparing organizations for new talent programs or transitions by anticipating risks, aligning partners, supporting smooth integrations or rollouts, and ideally bringing formal change management training or certification.

Simplification & Communication - Demonstrated ability to distill complex ideas into clear, clean, and plain-language guidance that drives understanding, adoption, and action. Can anticipate what's needed to get messaging across and can adjust to the audience seamlessly.

What You’ll Do:

Bucket 1: Leadership Development & Performance Frameworks

1. Build a straightforward, real-talk competency model that is usable enterprise-wide
2. Design and support leadership development experiences and curriculum
3. Own performance management framework including goals, feedback, & cycles
4. Partner with HRBPs, and Ops to keep leadership-related content aligned and consistent
5. Translate leadership and performance expectations into clear, plain-language tools

Success looks like: Capability and performance is visibility strengthened across the org. because expectations are simple, development experiences are relevant, and the performance framework drives real accountability and better conversations we can measure impact for.

Bucket 2: Talent Program Design & Experience Activation

1. Design talent programs that stay adaptable and grounded in real field and business needs
2. Turn complex talent concepts into practical, user-friendly tools employees want to use
3. Own the content and experience design for new hire orientation and onboarding
4. ID and partner with key stakeholders to align and streamline learning experiences
5. Create role clarity/dev. tools, succession paths & resources to simplify growth expectations

Success looks like: Talent programs are simple, practical, and widely adopted because the experiences are well-designed, easy to use, and adaptable as business needs evolve.

Bucket 3: Organizational Readiness & Change Support

1. Prepare org. for new talent programs with clear expectations and behavior guidance
2. Support organizational transitions or integrations as talent programs evolve
3. Identify risks early and resolve adoption barriers before they impact leaders or the field
4. Use feedback and real-world insights to refine programs and build org. readiness
5. Help org. understand the “why” and “how” behind talent program changes, including how our EVP connects to the desired employee experience.

Success looks like: Talent programs are adopted with clarity and minimal disruption because partners are aligned, risks are anticipated early, and the organization is prepared for the change.

Additional Requirements:

Independent Ownership & Sound Judgment- Brings solutions—not problems—to the table. Knows when to escalate, when to move forward independently, and uses strong critical thinking and experience to drive progress without requiring step-by-step guidance or follow-up.

Strategic Stakeholder Communication- Keeps leader and stakeholders appropriately informed without over-communicating or creating noise. Demonstrates strong judgment, tailoring communication to what stakeholders need to know (and what they don’t), ensuring clarity, relevance, and the right level of detail for each audience.

Program Design & Simplification – Skilled at turning complex talent and leadership ideas into simple, user-friendly tools and frameworks that leaders can and want to use.

Leadership & Performance Insight – Understands how leadership behaviors, performance expectations, and capability gaps show up in the business and uses that insight to shape programs.

Learning Experience & Content Design – Able to design learning experiences, tools, and frameworks that feel relevant, practical, and aligned with other learning partners.

Communication Clarity – Communicates in plain language, provides the right information at the right time, and equips leaders with practical direction.

Constructive Partnership & Influence – Builds trust through steady follow-through, credible preparation, and collaboration; influences without authority by being a strong partner.

Change Leadership – Navigates ambiguity, adapts programs to evolving business needs, and supports organizational transitions or integrations as programs evolve.

Aaron’s Total Rewards

Our team members are our greatest asset. As an expression of our appreciation, Aaron’s is proud to offer outstanding career training, competitive performance incentives, excellent advancement opportunities, and a distinctive benefits package which includes**:

• Paid time off, including vacation days, sick days, and holidays
• Medical, dental and vision insurance
• 401(k) plan with contribution matching

*Note that the pay range provided above is the lowest to highest rate we in good faith believe we would pay for this role at the time of this posting.  We may ultimately pay more or less than the posted range, and the range may be modified in the future.  An employee’s pay position within the salary range will be based on several factors including, but limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs. Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, or any other form of compensation that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.

**Benefits vary based on FT and PT employment status.