Job Description

At Casey’s, we believe that great talent practices help people perform at their best and be ready for what’s next. As a Talent Strategy Program Manager with a focus on Talent Practices, you will help drive the evolution of our performance management, talent assessment, and succession planning practices, creating simple, scalable solutions that strengthen talent decisions across the enterprise.

The ideal candidate will modernize and simplify talent processes, using data and insights to drive decisions, and build strong internal talent pipelines. Your work will directly influence how Casey’s identifies, develops, and prepares talent for future opportunities.

Key Responsibilities:

• In partnership with HR leadership, support the design and execution of enterprise talent practices, including performance management, talent reviews, talent assessment, succession planning, and leadership and team member development, across the program lifecycle, from solution design through implementation, adoption, measurement, and continuous improvement.
• Operate with a high degree of autonomy over assigned talent programs, including day-to-day execution, prioritization, and delivery, while partnering closely with leadership to ensure alignment with enterprise strategy and priorities.
• Translate talent strategy into practical, scalable programs by developing detailed frameworks, tools, timelines, and execution plan to operationalize talent practices across HR and the business.
• Develop and maintain tools and processes that support talent programs and align with Casey's values and strategic goals.
• Lead the implementation of talent assessment and review practices-including talent reviews and succession planning-by managing logistics, tools, and processes that support identification of high-potential talent and internal pipeline opportunities.
• Support development planning for key talent and succession candidates by partnering with leaders and HR to ensure plans to build skills and readiness for future roles.
• Manage the operational execution of performance management processes, including focal and anniversary reviews, goal setting, 360-degree feedback, and regular performance touchpoints, ensuring process clarity, consistency, and high-quality delivery.
• Partner across HR to develop resources, guides, and tools that support talent initiatives and drive adoption and effective use of performance and development practices.
• Support integration of talent practices across HR functions by coordinating alignment between assessments, development planning, high-potential programs, succession planning, and compensation cycles.
• Partner with HRIS and other stakeholders to support the ongoing maintenance and enhancement of talent systems and reporting capabilities.
• Stay current on talent management best practices and apply relevant insights to improve tools, processes and program effectiveness.
• Perform other duties as assigned.

What you can expect when you join the Casey's team:

• A transformative culture putting service first and taking pride in caring for our guests, our communities, and each other.
• Opportunities to use cutting edge technologies and enterprise-wide collaboration to enable our strategy and drive world class service.
• We're here for families! Great benefits including choices in medical plans, dental, vision, life insurance, charitable giving programs, parental leave and an onsite Child Development Center.
• Competitive pay, 401k company match up to 6%, vacation & sick time, paid holidays, volunteer time, and an onsite cafeteria.
• Dress for your day dress code, jeans are welcomed!
• The opportunity to work for a big company that has not lost our small company feel. Our senior leadership team is engaged, involved and accessible!

What are you waiting for? Come be a part of a company that is growing, transforming and is here for good!

Compensation

Starting hiring range:‏‏‎‎$75,800‏‏‎‎-‏‏‎‎$99,500.‏‏‎‎ Actual pay may vary based on Casey’s assessment of the candidate's knowledge, skills, abilities (KSAs), related experience, education, and qualifications. Other factors impacting pay include local prevailing wages and internal equity. Our full salary range for this role does extend beyond the typical hiring range listed, allowing team members the opportunity to continue to grow within the company.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business or related field, or equivalent work-related experience.
• At least 5 years of progressive experience in talent management, including areas such as performance management, organizational development, succession planning, or leadership development, with a strong focus on designing and executing programs that meet defined quality standards and budget parameters.
• Experience supporting or delivering HR talent programs, including performance management, succession planning, and leadership initiatives.
• Proven track record of collaborating across functions to deliver scalable, high-impact solutions.
• Excellent interpersonal and communication skills, with the ability to engage stakeholders across a matrixed environment and communicate effectively through clear, verbal, and written communication.
• Proven ability to manage complex programs or projects, including planning and prioritizing work, managing scope, and delivering results to defined deadlines and quality standards.
• Strong collaboration and relations-building skills, with the ability to work effectively and build trust with internal partners and external vendors.
• Strong analytical and problem-solving skills, with the ability to analyze data, identify patterns or issues, and support practical, data-informed solutions.
• Ability to support alignment across HR by coordinating processes, tools, and timelines that enable consistent execution of talent practices.
• Ability to develop clear, well-structured materials and reports that support program delivery, stakeholder communications, and reporting needs.
• Demonstrated ability to adapt to change, manage shifting priorities, and maintain momentum in a dynamic environment.
• Advanced proficiency in PowerPoint and Excel.
• Work is primarily performed in an office setting.
• Occasional travel (less than 10%) may be required to support stakeholder workshops, vendor management, or enterprise program deployments.