The Enviva team is driven by our shared vision for a renewable energy future. We are a fast-growing, purpose-driven, global energy company specializing in delivering sustainable wood bioenergy solutions. We are the world’s largest producer of sustainable wood pellets, which provide a low-carbon alternative to fossil fuels.

As a member of the Talent and HR Technology team, the Talent Management Manager will play a critical role in developing and maintaining key talent programs within Enviva’s growing organization. Focused on improving the productivity of Enviva’s workforce and providing a framework to identify and create a path for individual development, this position will work closely with HR and business leaders to apply data to help make talent-based decisions.


Provide professional expertise and support in the design, development and implementation of innovative global talent programs and processes necessary to successfully achieve business goals and achieve a global internal top talent bench. Responsibility for programs and processes may include the disciplines of performance management, career and leadership development, culture and change management, succession planning and talent assessments.

Strategic Partner

  • Serve as a Talent Partner across assigned region and provide subject matter expertise on key talent and organizational related issues
  • Support leadership in linking and integrating talent management strategy with successful organizational outcomes and change management initiatives.
  • Identify and implement strategies to enhance internal talent pipelines
  • Ensure that organization-wide talent management and performance management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness
  • Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning 

Talent Processes

  • Help match top talent to succession and critical roles across a diverse workforce.
  • Conduct needs analysis, outline operational requirements, and translate into tangible talent management programs.
  • In collaboration with the HR Technology team and other talent colleagues, help manage the execution of the performance management process

Change Management

  • Proactively identify and support opportunities to positively impact culture and continuous improvement.
  • Develop and deliver a variety of communications, training materials, tools, and resources for HR and the broader organization to support implementation of programs and processes.
  • Develop and conduct presentations

HR Technology

  • Utilize HRIS system to maintain data and produce reports
  • In collaboration with HR technology team, leverage HR System to support the implementation, scalability and sustainability of talent related processes.
  • Oversee HR systems user testing and review to ensure Talent management processes are functioning appropriately.
  • Provide training and guidance to HR colleagues on HR systems functionality as it relates to talent management.

Data Analytics

  • Collect, analyze and prepare metric dashboards and translate organizational findings into actionable talent related programs. Maintain and monitor program success measures.
  • Work closely with the HR Technology team to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels
  • Create materials that visually display talent analysis data for executive and/or board level consumption


The ideal candidate works effectively with internal and external connections and enjoys the challenges of developing and improving processes in a developing and fast-paced organization. Ability to be autonomous and flexible while delivering high-quality results is essential. Creating and evolving processes is an essential part of this role.

  • Bachelor degree and minimum of 8 year’s HR related experience
  • Experience designing, developing and supporting organization-wide talent programs
  • High level of collaboration working in a highly effective team environment
  • Must be a self-starter and driver of action with the ability to align with strategic priorities
  • Ability to work creatively work within PowerPoint to develop presentations for various levels, including executive level consumption
  • Planning, resource planning, budgeting, managing expenses
  • Vendor management
  • Ability to be forward thinking in providing solutions that engage employees and leaders
  • Articulate downstream change impacts of system related items and support end user adoption
  • Regularly interacts with HR leaders
  • HRIS experience required
  • Experience with customizing programs to meet business needs
  • Ability to partner with internal functions to create a brand and market programs internally
  • Experience in manufacturing, engineering firm, or energy/environmental industry is preferred
  • Must have ability to think creatively “outside the box” and be solutions driven
  • Exemplify the mission, vision, values and culture of the organization
  • Ability to work in a changing environment

Travel requirements

  • Travel required

EEO Statement

Enviva is dedicated to the principles of equal employment opportunity (EEO) in any term, condition or privilege of employment. Enviva does not discriminate against applicants or employees on the basis of race, color, creed, religion, sex, national origin, age, physical or mental disability, ancestry, marital status, sexual orientation, gender identity or expression, veteran status, uniform service member, genetic information or any other status protected by law. Enviva complies with applicable state and local laws governing nondiscrimination in employment in every location in which we operate.

Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Enviva are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.