Talent Development Manager

Lead and support talent review and succession planning processes across the organization.

Partner with HR Business Partners and leaders to identify critical roles, high-potential talent, successors, and talent risks.

Establish development strategies for high-potential employees and identified successors.

Support leaders in assessing talent consistently and making informed development and succession decisions.

Monitor succession pipelines and development progress for critical roles.

Develop tools and frameworks that improve talent visibility and support internal mobility.

Develop frameworks and resources that help employees understand career opportunities and take greater ownership of their development.

Support the creation and implementation of career paths, development guides, competency models, and capability frameworks.

Establish practical approaches to individual development planning.

Promote development through multiple channels, including stretch assignments, mentoring, coaching, job experiences, formal learning, and internal mobility.

Partner with HR Business Partners and leaders to identify development opportunities for key talent.

Create resources that help managers have more effective career and development conversations with employees.

Partner with HR leadership and HR Business Partners to connect performance management with employee and leadership development.

Translate performance and talent insights into targeted development priorities.

Support development planning following performance reviews, talent reviews, and other talent assessment activities.

Help leaders differentiate between performance issues, skill gaps, readiness gaps, and longer-term development opportunities.

Develop tools and resources that strengthen the quality of manager feedback and development conversations.

Conduct organizational and functional needs assessments to identify capability and skill gaps.

Design, source, or implement development solutions based on identified business needs.

Partner with subject matter experts to create effective technical, professional, and leadership development experiences.

Evaluate external vendors, facilitators, coaches, assessments, and learning resources as needed.

Ensure development programs are practical, relevant, and connected to measurable business or talent outcomes.

Support learning technology and platforms used to deliver or track development activities.

Manage talent development programs from initial concept through implementation, communication, measurement, and continuous improvement.

Develop program materials, facilitator guides, leader resources, communications, and supporting tools.

Facilitate workshops, leadership sessions, talent discussions, and development programs for employees and leaders.

Coordinate with internal stakeholders and external partners to deliver high-quality development experiences.

Manage multiple initiatives simultaneously while maintaining strong execution and stakeholder communication.

Establish measures of effectiveness for talent and development programs.

Use employee, performance, talent, and workforce data to identify trends and development priorities.

Track participation, completion, effectiveness, and business impact of development initiatives.

Evaluate talent pipeline health, succession readiness, internal movement, and other relevant talent indicators.

Provide leadership with insights and recommendations based on talent data.

Continuously evaluate programs and adjust strategies based on outcomes and organizational needs.

Serve as a trusted advisor to HR Business Partners and leaders on talent and development matters.

Partner across HR to ensure talent development strategies align with recruiting, performance management, workforce planning, compensation, and organizational effectiveness initiatives.

Consult with leaders on team and organizational development needs.

Support organizational change and growth by identifying the capabilities and leadership behaviors necessary for future success.

Build strong relationships across the organization and influence stakeholders without relying solely on formal authority.

Bachelor’s degree in human resources, Organizational Development, Business, Psychology, Education, or a related field, or equivalent relevant experience.

10+ years of progressive experience in talent management, talent development, organizational development, learning and development, HR, or a related field.

Demonstrated experience designing and implementing talent or leadership development programs.

Experience supporting talent reviews, succession planning, career development, or leadership development processes.

Strong experience partnering with business leaders and HR professionals.

Experience facilitating programs and discussions with leaders and employees.

Demonstrated ability to manage complex projects and multiple priorities.

Strong analytical skills with the ability to use data to identify talent needs and evaluate program effectiveness.

Excellent communication, facilitation, consultation, and stakeholder-management skills.

Experience in aerospace, defense, engineering, manufacturing, technology, or another technical environment.

Experience supporting organizations undergoing rapid growth, transformation, integration, or organizational change.

Experience developing leadership competency or capability frameworks.

Experience designing career paths and employee development frameworks.

Experience with talent assessment tools, leadership assessments, or coaching programs.