Maintain a simplified portfolio view of major Talent initiatives across North America, including status, milestones, risks, decisions, dependencies, and key communication or adoption impacts.

Prepare clear portfolio snapshots and leadership updates that help Talent leaders understand progress, risks, priorities, and required decisions.

Establish and maintain lightweight project frameworks, templates, and ways of working that scale based on risk, complexity, and business impact.

Enable project owners on goal setting, stakeholder mapping, communication planning, workback planning, risk tracking, and launch readiness while reinforcing that functional owners remain accountable for delivery and outcomes.

Own internal communications, including employee and manager facing communications, and enablement material creation on major Talent processes, tools, and initiatives, partnering with internal Talent stakeholders as needed.

Own the framework, standards, and organization of Talent documentation, including process documentation, job aids, FAQs, operating guides, ownership models, and version control.

Partner with functional leads and process owners to keep documentation current, usable, and aligned to how teams within Talent work.

Create role-based enablement materials, communication assets, and adoption resources in partnership with functional leads and project owners.

Maintain the structure for customer-facing SuccessFactors Employee Central (SFEC) content and shared Talent resources so materials are current, organized, and easy to find.

Define and maintain core Talent operating processes, workflows, handoffs, and escalation paths across teams.

Identify recurring process breakdowns, inefficiencies, and stakeholder pain points, then translate them into a prioritized continuous improvement backlog.

Drive prioritization of improvement opportunities based on impact, urgency, risk, and effort.

Facilitate retrospectives and lessons learned for major Talent initiatives to improve future planning, execution, and change readiness.

Partner with TO leaders to improve consistency, efficiency and service delivery across the function.

Lead coordination of post go-live HCM stabilization routines, including issue tracking, operating documentation, escalation paths, and visibility into recurring themes.

Partner with Talent Data Management (TDM) and other stakeholders to maintain data audit calendars, issue logs, remediation tracking, and clear ownership for critical data processes.

Support process clarity for data corrections, audits, reporting, and downstream issue resolution.

Ensure TO teams have the tools, guidance, and role clarity needed to operate effectively in SFEC, including crossover responsibilities between TDM and Talent Systems (TS) teams.

Own the build-out, launch, and ongoing enablement of a Talent project management platform, ensuring the tool supports portfolio visibility, consistent tracking and clear ways of working across the Talent team.

Create and maintain standard board templates, required fields, status definitions, dashboards, and reporting views for major initiative tracking.

Drive adoption of the Talent project management platform and related operating tools through guidance, training, governance, and user support.

Maintain reporting views, resource hubs, and shared operating structures so leaders and teams can quickly understand priorities, progress, and ownership.

Manage global partnership and alignment on tracking, communications, and governance standards as needed.

Recommend improvements to tools, workflows, and reporting practices based on user feedback and operational needs.

Red Bull stands for individuality, authenticity and creativity. This is also what we expect from our employees. If you'd like to become part of Red Bull, bring your true and unique self to the application process.

Finding the right person for a role requires a thorough selection process. We may require a personality assessment, a video and/or in-person interview, an assignment or even a job simulation. The hiring team will share details of the process in advance.

Throughout your recruitment journey, you’ll come across moments where using AI could be an option. We encourage you to approach this with the same freedom & responsibility we offer our employees. Our recruitment process is all about getting to know you as an individual - what makes you unique, your strengths, your passions. You might use AI to polish your resume or prepare for interviews but remember nothing beats real human connection. When it comes to Red Bull Wingfinder or a video assessment, we want to see and hear your personality and feel the energy you bring. Likewise, think of a Case Study as more than just a task. It’s your chance to show us what you can really do, experience the role, and assess if it’s the right fit for you. By relying on AI, you risk missing the chance to truly stand out!

Once you submit your application, you will receive an acknowledgement email. Afterwards you can expect to hear from us within two weeks.

During the interview process you will have the chance to gauge your talents and show your drive and motivation. The hiring team will ask you about your experiences, skills and strengths that are most relevant to the job in order to get a good picture of your profile and your unique selling points.