Manager, Talent Development - Hybrid

Overview

The Talent Development Manager plays an integral role in cultivating a high-performance culture focused on personal and professional growth and inclusive leadership excellence.

Reporting to the Director, HR Operations they will act as an ambassador, advocate, and support for talent solutions across the business.

The incumbent will collaborate with Business and HR Leaders to understand business objectives; create career pathway tools with clearly defined steps for growth;

identify, develop, and deliver talent management solutions; and enable a Performance Excellence culture that fosters talent growth and organizational health.

They will be responsible for managing and executing efforts related to performance management, Leadership / Executive development, talent reviews, competency development, succession planning and retention strategies.

Responsibilities

• Lead day-to-day operations of talent management programs and initiatives that support the talent life cycle.
• Manage and execute the annual Performance Management calendar, including mid-year and year-end performance reviews, talent reviews, and calibrations.
• Design and deliver leadership development programs aimed at enhancing the leadership competencies and skills of executives and leaders within the organization.
• Consult with Business and HR Leaders to identify current and future competency, skill, and talent gaps and partner with key stakeholders to develop programs and initiatives to address the gaps.
• Collaborate with leaders to establish performance management systems that align with leadership competency development goals.
• Design and facilitate performance management training programs that enable a culture of Performance Excellence (e.g., SMART goal setting, giving effective feedback, evaluation and calibration training for leaders).
• Support the maintenance and execution of the performance management system, including current standards of performance and evaluation instruments.
• Design, develop, and implement the talent review process to identify high potential talent, ensure a strong leadership bench, and support succession planning efforts.
• Responsible for developing and implementing succession planning strategies to ensure a pipeline of qualified internal candidates for critical roles.
• Provide one-on-one coaching and mentoring to senior executives and leaders to help them improve their leadership skills.
• Collect, analyze, and maintain data to inform and identify participants for targeted leadership development.
• Develop, execute, and sustain programs and tools for workforce retention, promotion, and succession planning and provide appropriate training for leaders.
• Use data-driven methods to evaluate the effectiveness of talent management programs and provide insights to workforce needs for future success.
• Partner with L&OD team to develop and deliver training and development programs to enhance the skills and capabilities of the workforce, including leadership development programs to identify and develop high-potential employees for future leadership roles.
• Identify training needs through collaboration with department managers and develop strategies and resource materials to address training needs and refine existing curriculum to reflect new approaches to meeting learning objectives and learning styles.
• Architect a comprehensive and tailored new leader assimilation and first-time manager program that orchestrates the seamless integration of incoming leaders into the organizational fabric.
• Assist leaders in managing organizational change and transformation efforts effectively.
• Work collaboratively with other key stakeholders such as HRIS, Compensation, L&OD, HRBPs, and external partners in support of the execution of all talent and performance management activities and initiatives.
• Coordinate with corporate communications to develop and distribute talent and performance management practices related communications to drive awareness and participation in the specific activities.
• Maintain the Talent Module to support the ongoing development of employee talent and development.
• Prepare proposals and other documentation for HR and Executive Leadership Teams.

Additional Duties :

This job description reflects the general duties considered necessary to describe the principal functions of the job as identified and shall not be considered as a complete description of all the work requirements and expectations that may be inherent in the position.

The omission of specific statements of duties does not exclude them from the position. Management of the