Talent Programs Manager

Room to Read is seeking an experienced Talent Programs Manager to design, build, and launch a new portfolio of global Talent Programs.

The initial focus will be on establishing formalized internship and fellowship programs, with the opportunity to develop scalable approaches for volunteers, alumni, and other workforce multiplier initiatives.

This is a hands‑on program‑building role for someone who can take an initiative from concept through implementation.

The Talent Programs Manager will assess organizational needs, develop program strategy and structure, establish governance and processes, lead cross‑functional implementation, and create the tools and measures needed for long‑term sustainability.

The initial phase of the role will focus on building Room to Read’s global internship and fellowship programs from the ground up.

The role will then focus on evaluating and strengthening these programs, establishing a sustainable model for ongoing management, and developing a framework that can be applied to additional Talent Programs over time.

Reporting to the Senior Director, Employee Engagement and Development, the Talent Programs Manager will work closely with colleagues across the People Department and leaders throughout the organization to ensure programs address organizational needs, reflect applicable local requirements, and provide a meaningful experience for participants.

The role can be based in San Francisco, New York, Washington, DC, London, or Delhi, working a hybrid schedule with an estimated 1–2 days per week in a local Room to Read hub location, based on meetings and employee events.

Responsibilities

The Talent Programs Manager will lead the development of Room to Read’s Talent Programs from concept through implementation, establishing scalable approaches that address organizational needs, provide a high‑quality participant experience, and support long‑term sustainability.

• Design and launch Room to Read’s global internship and fellowship programs from the ground up.
• Assess organizational needs and translate them into effective program strategies, structures, and implementation plans.
• Establish program governance, policies, standards, processes, and operating procedures.
• Define the participant lifecycle, including recruitment, onboarding, learning and development, engagement, and program completion.
• Develop scalable frameworks that can be applied to volunteers, alumni, and other workforce multiplier initiatives.
• Create implementation roadmaps, project plans, milestones, and deliverables.
• Lead cross‑functional working groups to design and implement program components.
• Partner with appropriate internal stakeholders to ensure program design reflects applicable local statutory and regulatory requirements while supporting a consistent global framework.
• Partner with Talent Acquisition to establish recruiting approaches, processes, documentation, and tracking for Talent Programs.
• Stakeholder Partnership & Project Management — 35%
• Partner with People Department colleagues, functional leaders, and hiring managers to identify organizational and talent needs and translate them into practical program solutions.
• Lead implementation across multiple stakeholders, workstreams, geographies, and priorities.
• Establish clear roles, responsibilities, timelines, and decision‑making processes to support effective program delivery.
• Build relationships with universities, professional networks, community organizations, and other external partners relevant to Talent Programs.
• Monitor implementation progress and proactively identify risks, barriers, and dependencies.
• Develop solutions and adjust plans as organizational needs and priorities evolve.
• Communicate program progress, risks, recommendations, and key decisions to stakeholders and leadership.
• Build alignment and influence stakeholders to support successful program implementation and adoption.
• Learning, Evaluation & Sustainability — 25%
• Develop participant onboarding, learning experiences, program materials, and resources appropriate to different Talent Programs and participant populations.
• Develop resources and guidance to prepare managers and supervisors to effectively support program participants.
• Establish program goals, success measures, and evaluation methods.
• Develop dashboards and reporting to monitor participation, completion, conversion or continued engagement, retention, diversity, satisfaction, and other relevant program outcomes.
• Gather and analyze feedback from participants, managers, and other stakeholders and use findings to strengthen program effectiveness.
• Establish best practices that support program quality, consistency, and scalability.
• Create documentation, toolkits, governance materials, and other resources to support ongoing program ownership.
• Develop a transition plan and sustainable operating model that enable Room to Read to manage and grow Talent Programs following the 18‑month term.

Qualifications

• Required
• Demonstrated experience designing, building, and implementing new programs from concept through launch, preferably within an HR/People function.
• 7+ years of experience in HR/People program management, Talent Programs, or a related field.
• Experience developing or managing Talent Programs such as internships, fellowships, workforce development, learning and development, volunteer programs, or other structured talent initiatives.
• Strong project management skills, including developing implementation plans and managing multiple workstreams, timelines, priorities, and stakeholders.
• Experience developing scalable processes, governance, documentation, and operational frameworks.
• Demonstrated ability to build effective cross‑functional relationships and influence stakeholders without direct authority.
• Experience developing participant learning, onboarding, training, or other program resources.
• Strong analytical skills, including establishing success measures, evaluating program effectiveness, and using data and feedback to drive improvements.
• Strong written and verbal communication skills, including the ability to communicate recommendations, risks, and program progress to leadership.
• Bachelor’s degree or equivalent combination of education and relevant experience.
• Preferred
• Experience building or implementing programs across multiple countries or regions.
• Experience in the nonprofit, education, or social impact sector.
• Experience with HRIS or applicant tracking systems such as Workday.
• Familiarity with talent management, learning and development, or workforce planning.
• Experience leading organizational change or process improvement initiatives.
• Knowledge of AI capabilities and their potential application to Talent Programs.
• What Success Looks Like
• By the end of the 18‑month engagement, the Talent Programs Manager will have:
• Designed and launched Room to Read’s global internship and fellowship programs.
• Established the governance, processes, tools, and resources required to effectively operate the programs.
• Created meaningful participant experiences that support learning, development, and organizational needs.
• Established measures and reporting mechanisms to evaluate program effectiveness and inform continuous improvement.
• Developed a scalable framework that can be applied to additional Talent Programs and workforce multiplier initiatives.
• Created a sustainable operating model and transition plan that enables Room to Read to manage and grow Talent Programs over time.
• Key Performance Indicators
• Program Implementation & Sustainability: Internship and fellowship programs launched within the 18‑month term, with documented governance, processes, tools measurement, and transition plans.
• Program Participation & Outcomes: Achievement of established participation goals, with completion, conversion or continued engagement, and retention tracked as appropriate for each Talent Program.
• Participant Experience: At least 90% program completion and 85% favorable participant satisfaction.
• Stakeholder & Partnership Effectiveness: At least 85% favorable manager/stakeholder satisfaction and demonstrated effectiveness of relevant external partnerships.
• Program Performance: At least 90% of key program milestones delivered on schedule and within approved budget, with diversity outcomes measured against established program goals.
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