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The Aaron's Company, Inc. · 1 day ago

Talent Programs Manager

Atlanta, GA

Full-time

Hybrid

Mid, Senior Level, Lead/Staff

8+ years exp

Aaron's Company is an industry leader in the sales and lease-to-own retail industry. The Talent Programs Manager will design and implement talent development frameworks and programs that enhance employee growth and performance while collaborating with various teams to ensure alignment and effectiveness of these initiatives.

Consumer ElectronicsFurnitureRentalRetail

Responsibilities

Build a straightforward, real-talk competency model that is usable enterprise-wide

Design and support leadership development experiences and curriculum

Own performance management framework including goals, feedback, & cycles

Partner with HRBPs, and Ops to keep leadership-related content aligned and consistent

Translate leadership and performance expectations into clear, plain-language tools

Design talent programs that stay adaptable and grounded in real field and business needs

Turn complex talent concepts into practical, user-friendly tools employees want to use

Own the content and experience design for new hire orientation and onboarding

ID and partner with key stakeholders to align and streamline learning experiences

Create role clarity/dev. tools, succession paths & resources to simplify growth expectations

Prepare org. for new talent programs with clear expectations and behavior guidance

Support organizational transitions or integrations as talent programs evolve

Identify risks early and resolve adoption barriers before they impact leaders or the field

Use feedback and real-world insights to refine programs and build org. readiness

Help org. understand the 'why' and 'how' behind talent program changes, including how our EVP connects to the desired employee experience

Qualification

Talent DevelopmentProgram DesignChange ManagementCross-Functional AlignmentCommunication ClarityStrategic Stakeholder CommunicationConstructive PartnershipLeadership InsightLearning Experience Design

Required

8-10 progressive and successful YOE with the following:

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

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

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

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

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

Demonstrated ability to distill complex ideas into clear, clean, and plain-language guidance that drives understanding, adoption, and action

Independent Ownership & Sound Judgment - Brings solutions—not problems—to the table

Strategic Stakeholder Communication - Keeps leader and stakeholders appropriately informed without over-communicating or creating noise

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