Global Talent Strategy & Insights Program Manager

Job description

We anticipate the application window for this opening will close on - 21 Aug 2026 Careers that change lives start here. Medtronic is a global leader in healthcare technology with a Mission to alleviate pain, restore health, and extend life. Our 95,000 employees work across more than 150 countries to put patients first — developing innovative medical technologies that improve the lives of 72+ million patients each year. Your unique talents will help shape the future of healthcare while building a career grounded in purpose, growth, and impact. A Day in the LifeAs the Global Talent Strategy & Insights Program Manager, you will support the design, delivery, and continuous improvement of enterprise talent programs focused on Employee Listening, Talent Assessments, and Skills Strategy. This role will help translate employee voice, assessment data, and workforce insights into action — enabling stronger talent decisions, improved employee experience, and scalable talent solutions across Medtronic. This role sits at the intersection of Talent Management, HR Operations, HR Digital, Talent Acquisition, Learning & Development, HR Analytics, external vendors, and business/HR stakeholders. You will bring structure, discipline, and insight to complex talent programs — managing data, driving cross-functional initiatives, supporting survey and assessment strategies, improving processes, and helping the team scale its impact. This is a highly collaborative and evolving role with meaningful exposure across the Global Talent ecosystem. The right candidate will be organized, analytical, resourceful, and comfortable working through ambiguity while helping shape a new role and strengthen enterprise programs that support employee listening, talent assessment, and skills-first workforce strategies. Primary Responsibilities Employee Listening Program Management: Support enterprise employee listening programs, including organizational health surveys, pulse/ad hoc surveys, and survey enablement models. Partner with HR, business stakeholders, HR Operations, and vendors to coordinate survey planning, intake, data preparation, launch support, reporting, and follow-up activities. Survey Data, Reporting, and Insights: Manage large data sets, support data quality and readiness, prepare files for survey and assessment platforms, pull and organize results, and help translate findings into actionable insights for HR and leaders. Talent Assessment Support: Lead the intake, administration, reporting, and continuous improvement of talent assessment programs, including 360 assessments and other selection or development assessment tools. Partner with program owners, HR Operations, vendors, and stakeholders to ensure a consistent, high-quality experience. Project Management: Manage project plans, timelines, deliverables, communications, risks, dependencies, and stakeholder follow-up across employee listening, assessment, and skills initiatives. Lead cross-functional workstreams and help ensure programs are delivered with clarity, accountability, and strong stakeholder experience. Process Optimization and Scalability: Identify opportunities to simplify, standardize, and improve program processes, documentation, templates, intake models, reporting routines, and operating mechanisms. Partner with HR Operations to optimize how work is delivered and create more scalable, sustainable program support. Vendor and Platform Management: Partner with external vendors and internal platform/process owners to support survey, assessment, and skills-related tools. Coordinate data files, issue resolution, reporting needs, communications, and operational readiness to ensure programs run smoothly. Skills Strategy Initiative Support: Support skills strategy initiatives, including skills taxonomy, skills data analysis, role/profile work, and related pilots or projects. Help coordinate inputs, organize data, support stakeholder engagement, and contribute to the foundational work needed to make skills visible, usable, and scalable across talent processes. Stakeholder Consulting and Enablement: Serve as a responsive point of contact for HR and business stakeholders by answering questions, gathering feedback, identifying themes, and helping connect insights to practical actions. Support communication, education, status updates, and adoption efforts for key talent programs. Continuous Improvement and Governance: Help strengthen program governance, documentation, data practices, reporting routines, and decision-making processes to improve consistency, efficiency, and long-term sustainability across the Global Talent Strategy & Programs portfolio. Required Qualifications Bachelor’s degree and a minimum of 5 years of relevant experience, or an advanced degree with a minimum of 3 years of relevant experience. Preferred Qualifications Background in Industrial/Organizational Psychology, Organizational Development, People Analytics, Talent Management, HR Strategy, or a related field. Experience supporting employee listening, employee engagement, organizational health surveys, pulse surveys, or survey enablement programs. Experience with talent assessments, 360 feedback programs, selection assessments, development assessments, or assessment vendor/platform coordination. Experience leading cross-functional HR programs in a global, matrixed environment and partnering across multiple stakeholders to deliver scalable talent solutions. Strong data management and analytical skills, including experience working with large data sets, translating data into insights, and supporting data-driven decision-making. Strong communication, consulting, and stakeholder management skills, with the ability to influence and drive continuous improvement. Familiarity with Workday, survey and assessment platforms, reporting tools, and Microsoft Office applications (Excel, PowerPoint, Power BI). This is a unique opportunity to help shape a new role within Global Talent Strategy & Programs and contribute to enterprise programs that elevate employee voice, strengthen talent insights, and enable skills-first workforce strategies. The role offers broad exposure across Talent Management, Talent Acquisition, Learning & Development, HR Operations, HR Digital, HR Analytics, external vendors, and business stakeholders — with the opportunity to help scale programs that improve employee experience, leadership insight, talent mobility, and business impact. For Baccalaureate degrees earned outside of the United States, a degree that satisfies the requirements of 8 C.F.R. § 214.2(h)(4)(iii)(A) is required. Physical Job Requirements The above statements are intended to describe the general nature and level of work being performed by employees assigned to this position, but they are not an exhaustive list of all the required responsibilities and skills of this position. The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. For Office Roles: While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to interact with a computer, and communicate with peers and co-workers. Contact your manager or local HR to understand the Work Conditions and Physical requirements that may be specific to each role. U.S. Work Authorization & Sponsorship At Medtronic, we are committed to fostering an environment where employees can thrive and make a meaningful impact. In alignment with our enterprise-wide workforce planning approach, U.S. work authorization sponsorship (H-1B, TN, J, etc.) is offered exclusively for Principal-level roles and above, where specialized expertise aligns with long-term b