Sr. Manager Talent Management, Global Talent Planning & Design - PVH Corp

Position: Sr. Manager Talent Management, Global Talent Planning & Experience Design - PVH Corp.
About Us:

We are brand builders who focus our passion and creativity to build Calvin Klein and TOMMY HILFIGER into the most desirable lifestyle brands in the world and at the same time position PVH as one of the best-performing brand groups in our sector. Guided by our values and enabled by our scale and global reach, we are driving fashion forward for good, as one team with one vision and one plan.

That's the Power of Us, that's the Power of PVH+.

One of PVH's greatest strengths is our people. Our collective desire is to create a workplace environment where every individual is valued, and every voice is heard, and we are committed to fostering an inclusive and diverse community of associates with a strong sense of belonging. Learn more about Inclusion & Diversity at PVH here.

About the Role:

Role Overview

The Talent Management role partners with and operates under the ownership of the Director, Global Talent Management to design, orchestrate, and continually improve PVH's global talent-planning experience. The Sr. Manager applies UX design principles to ensure processes, tools, and materials are intuitive, inclusive, and fit-for-purpose for managers, HRBPs, and associates worldwide (office and retail). Working to the Director's product roadmap, the Sr.

Manager drives adoption, enables data-driven decisions, and delivers measurable outcomes in succession readiness, pipeline health, and internal mobility.

Position Summary

Lead the design and delivery of global talent planning frameworks, toolkits, communications, and digital experiences under the Director's ownership and direction. Coordinate cross-functional execution, develop enablement, and drive enterprise insights that translate into action.

What You'll Do:

* Design and evolve the global talent planning framework (criteria, calibration standards, performance/potential model) to be fit for purpose across geographies and populations (office + retail) including end to end design of processes.

* Translate the VP's product roadmap into a prioritized backlog; prototype, test, and iterate using UX methods (personas, journey maps, usability feedback).

* Operationalize governance (RACI, decision rights, guardrails) defined by the VP; audit adherence and simplify where it improves adoption.

* Develop enterprise playbooks, manager/HRBP guides, and enablement assets; ensure localization and brand alignment.

* Design communications and bite-size learning to meet users where they are (retail and corporate).

* Coordinate global change plans with HR Comms and Regions; drive awareness, capability, and consistency.

* Own feedback loops (surveys, listening sessions, NPS) and convert insights into design improvements.

* Lead delivery of annual talent planning cycles (calendar, readiness assessments, calibration, actioning) aligned to VP standards.

* Ensure line-of-sight from reviews to succession plans, movement decisions, and development investments; track accountability for actions and timelines.

* Guard the bar for performance and potential definitions; enable high-quality calibration that differentiates talent.

* Define requirements and shape UX for reports and dashboards with HRIS/People Analytics; deliver executive-ready views of pipeline health, diversity, risk, and momentum.

* Strengthen data standards and quality controls; coordinate with HRIS to enhance Workday/Talent modules supporting planning and succession.

* Translate insights into decisions (moves, slates, programs) and track impact (readiness, fill rates, internal mobility etc.).

* Coordinate and sequence the initiative portfolio related to talent planning and talent pools; manage interdependencies and risks.

* Manage vendors and operating budgets to meet design specifications, value, and global scale expectations.

* Lead and coach a small global/virtual team and a network of regional HRBPs; influence senior leaders to adopt and sustain practices.

* Develop and present updates for HRLT and enterprise governance forums; shape decisions with clear options and implications.

* Continuous Improvement & Innovation Benchmark, pilot, and scale external best practices; measure ROI and retire low-value steps to reduce…