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7-Eleven Manager, Talent Management in Irving, Texas


▶Who we are

Imagine working in a place wherecontinuous improvementandinnovationis celebrated and rewarded; where fast-paced, high-impact teams come together to positively drive results for one of the largest & most iconic brands in the world.

As the only rapidly growing retailer, you may know us as your friendly neighborhood store. You probably know our familiar name, have seen our pervasive logo, and have tried our highly sought-after products, such as Slurpee® and Big Bite®. “Brain Freeze” is a 7-Eleven registered trademark for our 53-year old Slurpee® and with over 67,000 stores globally (more than any other retailer or food service provider), we sell over 14 million a month.

But there’s a lot more to our story and much more left to be written. We are transforming our business, ensuring we are customer obsessed and digitally enabled to seamlessly link our brick and mortar stores with digital products and services.

At 7-Eleven theentrepreneurial spiritis in our DNA and has been ever since our inception 90+ years ago. It’s what drove us to invent the convenience industry in 1927 by envisioning how a simple ice dock could provide household staples such as milk and eggs tobetter serve the needs of our customers.

Today we areredefining convenience and the customer experiencein big ways...we are fundamentally changing our culture and we want talented, innovative, customer obsessed, and entrepreneurial people like you tocome make history with us.

▶How we lead

At 7-Eleven we are guided by ourLeadership Principles.

  • Be Customer Obsessed

  • Be Courageous with Your Point of View

  • Challenge the Status Quo

  • Act Like an Entrepreneur

  • Have an “It Can Be Done” Attitude

  • Do the Right Thing

  • Be Accountable

Each principle has a defined set of behaviors which help guide the 7-Eleven team to Serve Customers and Support Stores.

▶About This Opportunity



This role is responsible for developing solutions focused on a broad range of talent management programs and initiatives to strengthen talent and maximize the success of our business. This includes but is not limited to Performance Management, Succession Planning, Talent Pool/Pipeline Management, Change Management, Human Resource Planning (HRP), Career Pathing, Talent Data Management, and Employee Engagement. This role will work effectively within complex/ambiguous situations, building trust-based partnerships with key business leaders/stakeholders and HR Business Partners to understand the business and deliver effective talent solutions. The successful candidate will possess a high level of persistence, adaptability, seasoned judgement, and the relational skills needed to work collaboratively within and across functions to drive meaningful process improvements, impact, and results.

  • Selection assessment - program management of all selection assessment programs, validation of existing assessment offerings and design of new solutions as needed.

  • Apply advanced analysis and talent data management to inform recommendations for talent decisions.

  • Engagement surveys - survey design, development and deployment

  • Design and management of reporting and action planning process.

  • Work with the Vice President of Talent Management, the Talent Management team, HRBPs, and key business stakeholders, to develop and lead talent management solutions, systems and processes needed to drive the success of the business.

  • Proactively build strong relationships, buy-in, alignment, and support from the key stakeholders needed to ensure well-executed solutions and results.

  • Apply talent management and systems expertise with a practical, “roll up your sleeves” approach to deliver solutions that exceed internal customer expectations.

  • Constantly raising the bar to innovate, simplify, and maximize the effectiveness of new or existing talent management systems and offerings.

  • Build and own talent solutions from scratch and upgrade existing offerings, managing project schedules, plans, tasks and assignments to deliver more integrated and well-executed solutions.

  • Designing/build systems to proactively manage movement/placement of internal talent, manage talent pools, and track talent pipelines, with emphasis on automating the collection and reporting of talent data to inform internal talent placement decisions.

  • Develop methods for measuring the overall effectiveness of Talent Management programs and systems.

  • Manage partnerships with external consultants and vendors, managing associated investments and budgets.

  • Model change leadership, pro-actively developing and driving effective change management methods/processes to increase the speed of adoption and of talent programs to “make them stick” across both Corporate (SSC) and Field talent pools.

  • Effectively anticipate and work through obstacles and resistance, communicating benefits and fostering the engagement in the programs and processes needed to strengthen our talent.

  • Substantial experience developing and validating assessment tools and methodologies

  • HR technology solutions experience preferred, including online applicant tracking systems (iCMS), multi-rater feedback systems, and survey tools (Qualtrics) and Oracle HCM.

  • Data analysis using advanced statistical methods and database applications. Knowledge SPSS, Tableau, and MS Access preferred

  • Experience designing and implementing behavioral based interviewing/training

  • Experience developing and managing pulse surveys, engagement surveys, and/or multi-rater (360) assessment processes and programs.


  • Master's degree in Business, HR, Organizational Development, or related field (with 7+ years in Talent Management, or closely related discipline.) PhD in Industrial/Organizational Psychology preferred

  • Proven ability to initiate, own, lead, manage, and execute effective talent management programs and deliverables on a national scale.

  • Strong working knowledge of talent management systems.

  • Must be results-oriented, highly accountable, with ability to prioritize effectively, and meet/exceed delivery deadlines with minimal supervision.

  • Strong leadership, influencing, teamwork, collaboration, courage, communication, strategic thinking, adaptability, organizational savvy, judgement, customer focus, bias for action, drive for results.

  • Expertise in Performance Management, Succession Planning, Change Management, Human Resource Planning (HRP), Talent Management Systems, Employee Engagement, Career Pathing, and Talent Pipeline Management.

  • A hands-on practical approach, translating complex problems into simple, realistic, solutions that exceed the expectations of our internal customers, and move the business forward.