Talent Manager

Client of RemoteOne

The Senior Talent Manager will spearhead the development and execution of Our Partner's talent strategy, focusing on sourcing, vetting, and maintaining a robust database of performers, speakers, hosts, and specialized talent tailored to their event portfolio. Reporting to Operations Director, and collaborating closely with event production and HR teams, this role combines strategic HR expertise with operational agility to deliver talent solutions that elevate event outcomes. With a strong emphasis on proactive talent pipeline management, the ideal candidate will ensure Our Partner has pre-vetted, ready-to-deploy talent for events ranging from workshops to large-scale productions.

Key Responsibilities

• Talent Strategy Development: Design and implement a comprehensive talent acquisition strategy aligned with event themes, budgets, and timelines. Collaborate with event planners to forecast talent needs and identify emerging trends in the events industry (e.g., diverse performers, virtual/hybrid capabilities).

• Database Building and Management: Create and maintain a centralized, scalable talent database using CRM tools, categorizing talent by skill sets, availability, location, and event suitability. Regularly audit and update the database to ensure 100% compliance with industry standards and legal requirements (e.g., background checks, contracts).

• Talent Sourcing and Interviewing: Source high-caliber talent through networks, industry events, social media, and partnerships. Conduct structured interviews, auditions, and reference checks to assess fit, reliability, and alignment with Our Partner's brand values. Negotiate contracts and manage onboarding processes for short-term event engagements.

• Event Integration and Performance Oversight: Partner with production teams to match talent to specific events, providing briefings and rehearsals as needed. Monitor talent performance post-event, gather feedback, and refine strategies to improve retention and repeat bookings.

• HR Compliance and Risk Management: Leverage HR background to ensure all talent engagements adhere to labor laws, diversity/inclusion policies, and ethical standards. Develop contingency plans for talent no-shows or conflicts, minimizing event disruptions.

• Reporting and Optimization: Track key metrics (e.g., talent fill rates, cost per booking, satisfaction scores) and present quarterly insights to leadership. Recommend process improvements to enhance efficiency and scalability.

• Stakeholder Collaboration: Build relationships with internal teams (HR, finance, creative) and external partners (agencies, unions) to foster a collaborative talent ecosystem.