Responsibilities

The Company

PerkinElmer is a global analytical services and solutions provider with offerings including the leading OneSource Field and Laboratory services business that serve the biopharma, food, environmental, safety and applied end markets to accelerate scientific outcomes. Since 1937, PerkinElmer has served as a trusted partner in laboratory analysis and management and today complements its service offerings with a broad portfolio of atomic spectroscopy, molecular spectroscopy, and chromatography instruments, consumables, and reagents. With a dedicated team of more than 5,000 team members, the Company serves customers in more than 35 countries. Additional information is available at www.perkinelmer.com

Purpose

We are looking for a detail-oriented and motivated Talent Management Specialist to provide operational support for global talent programs. The Specialist will play a critical role in supporting the performance management cycle, goal-setting processes, reporting, and program materials. They will partner with HR teams across regions to ensure smooth program delivery and help create consistent, high-quality materials that strengthen employee and manager understanding of talent initiatives.

Responsibilities

Key Responsibilities:

• Performance Management:
  • Support the annual and mid-year performance management cycle, ensuring timelines, communications, and deliverables are met.
  • Manage system readiness (e.g., Workday or similar HRIS) for performance reviews and calibrations.
  • Track completion rates, escalate risks, and provide status updates to HR and business leaders.
• Goal Setting:
  • Generate and analyze reports on goal-setting activity, identifying completion gaps and trends.
  • Build slides, dashboards, and toolkits for managers and HRBPs to drive alignment and accountability.
  • Coordinate communications and reminders to ensure timely goal submissions.
• Data & Reporting:
  • Run regular and ad hoc reports on performance, goals, and talent metrics to support decision-making.
  • Ensure accuracy, consistency, and usability of talent data across global HR systems.
  • Partner with HR Analytics to enhance dashboards and provide insights.
• Program Support:
  • Prepare high-quality decks, training guides, FAQs, and toolkits for HR, managers, and employees.
  • Support talent reviews and succession planning processes by compiling data, consolidating feedback, and creating reports.
  • Assist in coordinating recognition and talent-related events, ensuring alignment with global programs.
• Regional HR Support:
  • Serve as the first point of contact for HR regional teams on performance/goal-setting process questions.
  • Help HR teams troubleshoot system or process issues, escalating where necessary.
  • Collect regional feedback and lessons learned to improve the efficiency of global programs.
• Continuous Improvement:
  • Document processes, timelines, and best practices to streamline program execution year over year.
  • Research external trends and benchmarks to support enhancements to performance and talent programs.
  • Provide input on system/process improvements to simplify manager and employee experience.

Basic Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or related field.
• Proficiency in running reports in Workday is required as well as Microsoft Excel and PowerPoint.
• 2+ years of experience in HR, talent management, or HR operations (internships or early career experience in HR considered).
• Comfortable managing data, reports, and presentations for leadership.
• Strong attention to detail with excellent organizational and time management skills.

Preferred Characteristics

• Strong communication skills, with ability to translate complex processes into clear instructions.
• Collaborative mindset with curiosity and eagerness to learn more about global talent practices.

The annual compensation range for this full-time position is $80k to $100k. The final base pay offered to the successful candidate will be determined by factors including internal equity, work location, as well as individual qualifications, such as job-related skills, experience, and relevant education or training.