Senior Associate, Learning & Talent Development

ABM is hiring a Senior Associate, Learning & Talent Development to support enablement of the Talent Management function in the design, execution, and continuous improvement of enterprise-wide talent processes. This role is responsible for managing the day-to-day execution of performance management, talent reviews, succession planning, and related talent initiatives, while producing high-quality collateral and data-driven insights to support business and leadership decision-making.

The ideal candidate is highly organized and demonstrates strong analytical rigor and comfort working with large datasets, and is experienced in translating talent data into clear, executive-ready materials.

This is a Hybrid Role (in-office Mon-Thu) that can sit in any of the following ABM corporate offices:

• 14141 Southwest Freeway, Sugar Land, TX 77478
• 4151 Ashford Dunwoody Road, Atlanta, GA 30319
• One Liberty Plaza, New York, NY 10006
• 1150 South Olive Street, Los Angeles, CA 90015

Pay: $75,000-$80,000

The pay listed is the salary range for this position. Any specific offer will vary based on the successful applicant's education, experience, skills, abilities, geographic location, and alignment with market data.

You may be eligible to participate in a Company incentive or bonus program.

Benefit Information: ABM offers a comprehensive benefits package. For information about ABM's benefits, visit ABM 2026 Employee Benefits | Staff & Management

ABM (NYSE: ABM) is one of the world's largest providers of integrated facility, engineering, and infrastructure solutions. Every day, our over 100,000 team members deliver essential services that make spaces cleaner, safer, and efficient, enhancing the overall occupant experience.

ABM serves a wide range of market sectors including commercial real estate, aviation, education, mission critical, and manufacturing and distribution. With over $8 billion in annual revenue and a blue-chip client base, ABM delivers innovative technologies and sustainable solutions that enhance facilities and empower clients to achieve their goals. Committed to creating smarter, more connected spaces, ABM is investing in the future to meet evolving challenges and build a healthier, thriving world. ABM: Driving possibility, together.

ABM is an Equal Employment Opportunity (EEO) employer that does not discriminate on the basis of any trait or characteristic protected by applicable federal, state, or local law, including disability and protected veteran status. ABM is committed to working with and providing reasonable accommodation to individuals with disabilities. If you have a disability and need assistance in completing the employment application, please call 888-328-8606. We will provide you with assistance and make a determination on your request for reasonable accommodation on a case-by-case basis.

ABM participates in the U.S. Department of Homeland Security E-Verify program. E-Verify is an internet-based system used to electronically confirm employment eligibility.

ABM is a military-friendly company proudly employing thousands of men and women who have served in the U.S. military. With ABM, you'll have access to a world-class training program and ample opportunities to use the skills you developed while serving our country. Whether you're looking for a frontline or professional position, you can find post-military career opportunities across ABM.

ABM directs all applicants to apply at www.abm.com/careers. ABM does not accept unsolicited resumes or submissions outside of this portal. Applicants should submit their application by clicking Apply Now.

For more information, visit www.abm.com

EDUCATION & EXPERIENCE

• Bachelor's degree in human resources, business, organizational psychology, analytics, or related field required. Master's degree in human resources, I/O psychology, organizational development, business analytics, data analytics, or related field preferred

• 5+ year of experience in talent management, people analytics, HR, or related people function

• Hands on experience supporting performance management, talent reviews and succession planning

• Strong data and analytical skills including experience in advanced reporting and analytics tools (e.g., Excel advanced functions, Power BI, Tableau).

• Proficiency with Copilot or other AI platforms

• Advanced proficiency in creating Executive ready presentations and data summaries using PowerPoint and Excel

• Experience with Oracle HRIS systems

• Demonstrated excellent organizational, communication and project management skills.

OTHER SKILLS, ABILITIES & KNOWLEDGE

• Experience supporting enterprise or large, multi-business organizations.
• Experience preparing executive-level materials and presentations.
• Familiarity with talent analytics, dashboard, and reporting tools.
• Experience working closely with HRBPs and senior leaders.
• Enable all enterprise talent management processes, including performance management, talent reviews, and succession planning.
• Manage timelines, deliverables, stakeholder engagement, and follow-through across HRBPs, leaders, and key stakeholders..
• Ensure consistent execution of talent processes and adherence to enterprise standards and governance.
• Prepare materials for talent calibration sessions, leadership reviews, and executive presentations.
• Maintain and update succession plans, talent profiles, and readiness assessments
• Support the execution and continuous improvement of the performance management cycle.
• Translate talent data into clear, actionable insights and recommendations for senior leadership decision making
• Identify patterns and predictive indicators related to retention, performance, potential, readiness and succession risk from HR systems and other sources.
• Develop dashboards, reports, and insights related to performance, potential, readiness, diversity, and bench strength.
• Conduct deep-dive analyses to diagnose talent gaps and measure effectiveness of talent strategies and interventions.
• Create and maintain all talent-related collateral, including templates, playbooks, job aids, presentations, and executive summaries.
• Ensure materials are clear, consistent, and aligned with enterprise talent strategy and branding.
• Provide guidance and support on talent processes, tools, and data interpretation.
• Partner with HRIT to test system enhancements, validate functionality, and support readiness for system upgrades and talent process launches.
• Act as a trusted partner to leaders by ensuring a high-quality, professional talent experience through clear materials, accurate reporting and responsive stakeholder support.
• Identify opportunities to improve talent processes, tools, and reporting.
• Support change management and adoption of new talent practices and systems.
• Stay current on talent management, talent analytics and reporting best practices.
• Enable all enterprise talent management processes, including performance management, talent reviews, and succession planning.
• Manage timelines, deliverables, stakeholder engagement, and follow-through across HRBPs, leaders, and key stakeholders..
• Ensure consistent execution of talent processes and adherence to enterprise standards and governance.
• Prepare materials for talent calibration sessions, leadership reviews, and executive presentations.
• Maintain and update succession plans, talent profiles, and readiness assessments
• Support the execution and continuous improvement of the performance management cycle.
• Translate talent data into clear, actionable insights and recommendations for senior leadership decision making
• Identify patterns and predictive indicators related to retention, performance, potential, readiness and succession risk from HR systems and other sources.
• Develop dashboards, reports, and insights related to performance, potential, readiness, diversity, and bench strength.
• Conduct deep-dive analyses to diagnose talent gaps and measure effectiveness of talent strategies and interventions.
• Create and maintain all talent-related collateral, including templates, playbooks, job aids, presentations, and executive summaries.
• Ensure materials are clear, consistent, and aligned with enterprise talent strategy and branding.
• Provide guidance and support on talent processes, tools, and data interpretation.
• Partner with HRIT to test system enhancements, validate functionality, and support readiness for system upgrades and talent process launches.
• Act as a trusted partner to leaders by ensuring a high-quality, professional talent experience through clear materials, accurate reporting and responsive stakeholder support.
• Identify opportunities to improve talent processes, tools, and reporting.
• Support change management and adoption of new talent practices and systems.
• Stay current on talent management, talent analytics and reporting best practices.