Talent Manager

The Manager, Talent Management is a manager-level individual contributor responsible for delivering and continuously improving KDP’s core Enterprise Talent Management processes. This role supports consistent execution, enablement, and evolution of enterprise talent practices that strengthen leader effectiveness, employee development, and organizational outcomes.

This role supports the delivery of an integrated set of enterprise talent processes, including quarterly goal-setting, performance management, talent review, and succession planning, helping ensure they are practical, connected, and aligned to enterprise talent strategy.

The role partners closely with enterprise Talent leaders and HR stakeholders to translate strategy into practical execution and continuously improve the leader and employee experience.

This position is a hybrid role based in Frisco, TX, with in-office work from Tuesday to Thursday and remote work on Monday and Friday.

Key Responsibilities

• Core Talent Management Process Delivery & Execution
  • Support the end-to-end delivery of KDP’s core enterprise Talent Management processes in Workday, driving alignment with enterprise talent strategy, governance, and priorities.
  • Support the design and continuous improvement of Talent Management processes as an integrated system with clear workflows, defined handoffs, and a consistent experience across cycles.
  • Provide subject matter expertise and guidance on process intent, governance, and execution.
• Program Design, Enablement & Continuous Improvement
  • Ensure Talent Management processes are development‑centered, practical, and scalable across diverse functions and populations.
  • Design, maintain, and continuously improve practical, leader-ready workflows, tools, job aids, and enablement resources that support effective execution of core talent processes.
  • Incorporate post‑cycle feedback, execution data, and stakeholder insights to strengthen future process design and reduce friction over time.
• Communications Strategy & Cycle Enablement
  • Support the communications approach for core Talent Management processes, including:
    • Communication timelines and milestone sequencing
    • Defined audiences (e.g., people managers, employees, HR stakeholders)
    • Approved messaging, templates, and attachments
    • Clear “before, during, and after” guidance for each talent cycle
  • Partner with HR stakeholders and Communications team to ensure communications drive clarity, consistency, and adoption while reinforcing leader accountability.
  • Ensure confidentiality, fairness, and development‑forward intent are consistently reflected in all Talent Management communications and enablement materials.
  • Coordinate localization and translation needs for enterprise Talent Management process enablement and communications, ensuring materials are accurate and released on time for global execution.
• Execution Monitoring, Reporting & Insights
  • Monitor execution quality and progress across recurring Talent Management processes by leveraging available reporting and dashboards and partnering with analytics and HR technology teams as needed.
  • Translate execution data into actionable insights and recommendations to strengthen adoption, consistency, and impact across talent cycles.
• Stakeholder Partnership
  • Partner closely with HR Business Partners, Talent Partners, and HR technology partners to support alignment, address execution challenges, gather feedback, and reinforce consistent application of Talent Management processes in Workday.
  • Provide practical guidance to HR stakeholders on process intent, execution expectations, and follow-through behaviors for leaders.
  • Gather and share feedback from HRBPs, leaders, and enterprise Talent teams to help improve tools, guidance, and timing.
• Critical Skills & Capabilities
  • Strong knowledge of talent management processes and enterprise talent cycles.
  • Strong program and project management capabilities for complex, recurring initiatives.
  • Ability to design clear, leader‑ready processes, communications, and tools.
  • Strong change management and communication skills to drive adoption and consistency.
  • Data‑informed thinking with the ability to monitor execution and identify improvement opportunities.
  • Effective collaboration and influence across HR stakeholders without formal authority.

• Salary Range: $96,800 -  $154,000
• Actual placement within the compensation range may vary depending on experience, skills, and other factors
• Benefits, subject to election and eligibility: Medical, Dental, Vision, Disability, Paid Time Off (including paid parental leave, vacation, and sick time), 401k with company match, Tuition Reimbursement, and Mileage Reimbursement
• Annual bonus based on performance and eligibility

Minimum Qualifications

• Demonstrated experience in Human Resources, Talent Management, Organizational Development, or related fields with responsibility for delivering talent management processes or enterprise programs.
• Proven experience managing complex cross-functional programs or recurring enterprise initiatives with multiple stakeholders.
• Experience partnering effectively across HR and business stakeholders in matrixed environments.
• Bachelor’s degree in Human Resources, Business, Organizational Development, Psychology, or related field (or equivalent experience).

Preferred Qualifications

• Experience supporting talent management processes in Workday or similar HR systems, including collaboration with HR stakeholders and technology partners to enable execution.
• Experience developing enablement materials or toolkits for HRBPs and leaders.
• Experience partnering with analytics or insights teams to inform process improvements.

Keurig Dr Pepper (Nasdaq: KDP) is a leading beverage company with more than 150 owned, licensed and partner brands that meet a wide range of needs and occasions. Our North American refreshment beverage business holds leadership positions across carbonated soft drinks, water, juice and mixers with a portfolio of iconic brands such as Dr Pepper®, Canada Dry®, Mott’s®, A&W®, Peñafiel®, GHOST®, 7UP®, Snapple®, Clamato® and Core Hydration®. Our global coffee business spans more than 100 markets and includes the leading Keurig® single‑serve brewing system in the U.S. and Canada, along with powerhouse brands such as Peet’s, L’OR and Jacobs, and other regional coffee leaders. Our more than 50,000 employees aim to enhance the experience of every beverage and coffee occasion while making a positive impact for people, communities and the planet.

We strive to be an employer of choice, providing a culture and opportunities that empower our team to grow and develop. We offer robust benefits to support your health and wellness as well as your personal and financial well-being. We also provide employee programs designed to enhance your professional growth and development, while ensuring you feel valued, inspired and appreciated at work.

Whatever your area of expertise, at KDP you can be a part of a team that’s proud of its brands, partnerships, innovation and growth. Will you join us?

Keurig Dr Pepper is an equal opportunity employer and recruits qualified applicants and advances in employment its employees without regard to race, color, religion, gender, sexual orientation, gender identity, gender expression, age, disability or association with a person with a disability, medical condition, genetic information, ethnic or national origin, marital status, veteran status, or any other status protected by law.

A.I. Disclosure: 
KDP uses artificial intelligence to assist with initial resume screening and candidate matching. This technology helps us efficiently identify candidates whose qualifications align with our open roles.  AI does not make hiring decisions; all decisions throughout the hiring process are made by talent acquisition team members.  If you prefer not to have your application processed using artificial intelligence, you may opt out by emailing your resume and qualifications directly to kdpjobs@kdrp.com in lieu of clicking Apply. In order for your application to be considered and opted out of AI, you must include the words "AI Opt-Out" and either job title and location or Job ID # in the email subject line in your email application.