leadership development manager

Migros Ticaret

<div>
 
 
 
 
 Good Job Good Future
 
 
 
 🧡
 
 
 
 
 
 Life is just like shopping for us; an experience of exchanging happiness&hellip; Our shelves are full of rewards and successes. Successively receiving &ldquo;Most Admired Retailer Company" award for 20 years, building the first loyalty program of Turkey, introducing the Turkish retail clients to self-service shopping without a cashier, leading online shopping experience by launching Migros Sanal Market are just a few of our achievements.
 
 
 As Migros team, we get excited with every member of our team creating his/her own career story!
 
 
 As the beginning of the modern retail industry in Turkey, our activities since 1954 are to design a good future! In summary, you provide the opportunity for Migros employees to create their own career story. We are waiting for you to be a part of our "Good Job Good Future Journey"
 
 
 
 
 
 
 We at Migros;
 
 
 
 
 
 
 😊 We create happiness in everything we do.
 
 
 🤝 We trust ourselves, we make others trust us and trust the other person.
 
 
 🌿👫 Our sensitive point is nature and humans.
 
 
 🌟 We recommend well-intentioned developments.
 
 
 🏆 We exceed potential and experience great success.
 
 
 🚀 Good ideas, developments, we say "they are" to ideas that are said to be "no more".
 
 
 
 
 
 
 
 When you join us, we will expect:
 
 
 
 
 
 
 <ul>
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 Improvement of data acquisition tools which specify needs of education.
 </li>
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 Specifying the needs of executive, behavioral and personal education.
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 Planning the education and improvement processes in line with needs.
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 Designing the contents of learning which supports digital transformation.
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 Preparing the education plans by specifying the sourcess indoors and outdoors.
 </li>
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 Providing a training related to expertise and following the necessary organisation and documentation process.
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 Developing, implementing and monitoring the measurement and evaluation tools to be used to evaluate and develop training programs.
 </li>
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 Supporting the development of team members of the projects on the company&rsquo;s agenda and monitoring the process.
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 </ul>
 
 
 
 
 
 
 The features we are looking for:
 
 
 
 
 
 
 <ul>
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 Graduates from departments like Industrial Engineering, Business Management and Economics.
 </li>
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 Experienced in the area of Education and Development (education requirment analysis, education design, administration and assesments).
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 Experienced in leadership, self-improvement, education programs&rsquo; design and admisintration.
 </li>
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 Advanced level of English Language.
 </li>
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 Following the educational technologies, different methods and trends.
 </li>
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 Open to improvement and learning, easily adaptable to change.
 </li>
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 Strong ability to communicate and presentation.
 </li>
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 Able to plan and organize.
 </li>
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 Related to project topics.
 </li>
 </ul>
 
 
 
 
 
 How Do Our Recruitment Processes Proceed?
 
 
 
 
 
 <ul>
 <li>
 Assessment
 </li>
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 HR Interview
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 Assessment Tests
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 Department Interview
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 <li>
 Reference Check
 </li>
 <li>
 Offer 🤞🏻
 </li>
 </ul>
 
 
 
 
 📲Follow us on social media accounts to catch our career opportunities!!
 
 
 
 #Migros#&Idot;yi&Idot;&scedil;&Idot;yiGelecek
 
 
</div>

Leadership Development Manager

Merex Investment Group

An opportunity has arisen for an Assistant Manager Learning &amp; Development (National Talent) to join the team in Jumeirah Burj Al Arab. The main duties and responsibilities of this role: <ul> <li>Assist in designing and implementing the corporate Learning and Development strategy to foster talent development and align with the group's vision. </li> <li>Support the development of leadership programs, including coaching and mentoring initiatives, to identify and nurture high-potential individuals for leadership roles. </li> <li>Conduct continuous group-wide analysis of training needs, assisting in the design and delivery of effective learning programs for employees at all levels. </li> <li>Assist in managing and leading compliance with HR processes related to learning and development, ensuring consistency across business units. </li> <li>Collaborate in designing and delivering e-learning courses, workshops, IDPs, career paths, and other training initiatives in alignment with industry best practices. </li> <li>Support the review, evaluation, and reporting of training program effectiveness, ensuring talent management practices meet business needs. </li> </ul>

Assistant Manager - Learning and Development (National Talent)

The Citizens Foundation (TCF)

DescriptionThe General Manager &ndash; Talent Development is a senior leadership role responsible for shaping and executing the organization&rsquo;s talent development strategy. This position drives capability building, leadership development, and cultural transformation to enable a high-performance, values-driven organization. Reporting to the Executive Vice President HR, the GM leads a team and serves as a strategic advisor on talent, succession planning, and organizational development.Learning and Development strategies:<ul><li>Design and implement an enterprise-wide learning and talent development strategy aligned with organizational goals.</li><li>Conduct training needs assessments and consolidate training needs for management and staff across all levels.</li><li>Introduce innovative learning methodologies (e-learning, blended learning, mentorship, leadership academies).</li></ul>Leadership and Capability Building <ul><li>Establish competency frameworks and leadership development programs to build a strong talent pipeline.</li><li>Develop and execute management capability-building programs.</li><li>Lead succession planning and HIPO identification for management roles.</li></ul>Performance and Development Integration<ul><li>Integrate learning outcomes with performance management and career progression models.</li><li>Redesign and execute NEO (New Employee Orientation) for management.</li><li>Design and nurture performance management processes and ensure annual execution.</li></ul>Culture and Engagement<ul><li>Own organizational culture initiatives, including Values &amp; Behaviors, engagement surveys, and related activities.</li><li>Promote a learning culture that fosters innovation, collaboration, and continuous improvement.</li><li>Curate engagement programs to strengthen retention and reinforce organizational values</li></ul>Governance, Analytics &amp; Partnerships<ul><li>Define and track learning KPIs, conduct impact analyses, and maintain a robust learning analytics framework.</li><li>Ensure compliance with donor, legal, and ethical standards in all talent development initiatives.</li><li>Manage annual L&amp;D budgets and optimize spend through internal and external partnerships.</li><li>Build strategic partnerships with academic institutions, training vendors, and donor agencies to enhance programs and secure co-funding.</li></ul>Job Type: Full-timeApplication Question(s):<ul><li>What is your current salary?</li></ul><ul><li>What is your expected salary?</li></ul>Work Location: In person

General Manager – Talent Development

TITAN COMPANY

<div><div>Job Requirements 
 
Job Title: Manager-Talent Management
Company Name: Titan
Job Type: Regular/Permanent
Job Category: Human Resources
Department: People Function
Location: Bengaluru, Karnataka, India 
Job Details:
To lead the development and deployment of Titan&rsquo;s Talent Development &amp; Management strategy aimed at future-proofing the workforce and strengthening leadership and functional pipelines. The role focuses on identifying, developing, and engaging Top Talent, driving career and mobility framework for the identified talent, and enabling data-driven, business-owned talent decisions. 
The incumbent will also ensure launch readiness for the Talent Marketplace, craft career paths for critical roles, and embed the organization&rsquo;s talent philosophy and EVP into every stage of the talent lifecycle. 
Process Contributions:
HR : Talent Strategy and Annual Roadmap:<ul><li>
Design and execute the annual talent roadmap, aligned with manpower plans, business priorities, and the future talent strategy.</li><li>
Reinforce the organization&rsquo;s talent philosophy and ensure its integration into all talent initiatives and communication.</li><li>
Link EVP initiatives with the talent agenda to enhance employee engagement, aspiration, and internal mobility.</li></ul> 
HR : Talent Identification &amp; Assessment :<ul><li>
Define and institutionalize the talent review process aligned to the talent strategy
</li><li>Facilitate potential &amp; talent calibration discussions with CXOs and business leaders, ensuring alignment to readiness requirements.
</li><li>Build PBP and managerial capability towards sharper &amp; fair talent identification</li><li>
Manage assessment suites and tools aligned to leadership and functional competencies</li></ul> 
HR : Talent Engagement, Development &amp; Career Mobility:<ul><li>
Ensure career &amp; development conversations for identified top talent</li><li>
Assess engagement and recommend actions to ringfence talent
</li><li>Design and implement collective &amp; personalized development journeys (n=1) for Top talent segments</li><li>
Collaborate with business and PBPs to enable targeted interventions for readiness acceleration.</li><li>
Partner with TMTC and external experts to deliver learning solutions.</li><li>
Track development progress against IDPs and ensure linkage to performance, readiness, and career movements.</li><li>
Drive the 2x2x2x2 career framework, enabling business leaders to track planned vs. actual movements and create action plans.</li><li>
Curate and showcase success stories and development impact to reinforce the culture of growth and internal mobility.
</li><li>Strengthen functional pipelines (e.g., RBM readiness framework) and develop career lattices that support horizontal and vertical mobility.</li><li>
Support the Talent Marketplace launch and adoption, integrating career paths, readiness data, and movement processes for seamless mobility.</li></ul> 
HR : Talent Analytics &amp; Governance:<ul><li>
 Strengthen business and PBP ownership and accountability on the talent agenda through governance reviews and transparent reporting.</li><li>
Redesign and drive adoption of the Talent Dashboard for visibility on readiness, Top Talent engagement, and development progress.</li><li>
Leverage analytics and insights to inform business decisions, track ROI, and identify gaps in pipeline health and readiness.</li><li>
Monitor execution of talent initiatives and publish periodic dashboards for leadership review and decision-making.</li></ul> 
If you are a highly motivated and results-driven individual with a passion for talent management, we encourage you to apply for this exciting opportunity at Titan. We offer a competitive salary, benefits package, and opportunities for growth and development within the organization. Join our team and help us attract, develop, and retain the best talent for our company. 
Work Experience 
 
Education: MBA in HR preferably from a premier college
Relevant Experience: 8-10 years in Talent Management, Leadership Development, or Organizational Development roles 
Key competencies<ul><li>
Thinks big</li><li>
Is business savvy</li><li>
Shapes customer/employee preferences</li><li>
Nurtures relationships</li><li>
Ability to influence to create impact</li><li>
Hold self and others accountable</li><li>
Is innately curious</li></ul> 
Desired Profile<ul><li>
Strong expertise in talent management, career pathing, assessment tools, and leadership program design</li><li>
Proven ability to influence senior stakeholders and drive large-scale talent initiatives</li><li>
Strategic yet hands-on; adept at translating strategy into implementation and measuring impact through analytics</li><li>
Strategic thinker with strong execution rigor, analytics orientation, and stakeholder influence</li></ul> 
Knowledge:<ul><li>
Strong knowledge of end-to-end talent management frameworks</li><li>
Awareness of emerging trends in talent management</li><li>
Understanding of career architecture, assessment tools, and talent analytics</li><li>
Familiarity with talent technology platforms</li></ul></div></div>

Manager-Talent Management

Robert Walters

<div>
 
 An exceptional opportunity has arisen for an experienced Senior Manager in Talent and Leadership Development to join a renowned global organisation at their corporate head office in Dubai.
 
 <ul>
 <li>
 Act as a trusted advisor and coach to HR business partners and senior leaders by reviewing current talent and leadership capabilities at various levels across the organisation.
 </li>
 <li>
 Develop both short-term and long-term strategic plans to enhance leadership capability using adult development methodologies, tools, and solutions tailored to business needs.
 </li>
 <li>
 Design robust, experiential talent and leadership development solutions that incorporate digital learning elements where appropriate for a diverse multinational workforce.
 </li>
 <li>
 Create evaluation strategies for targeted knowledge and skills acquisition, ensuring all programmes are measured against clear business outcomes.
 </li>
 <li>
 Build toolkits and curate resources for leaders while encouraging them to generate their own development content to support ongoing learning.
 </li>
 <li>
 Manage the implementation of talent and leadership development practices through collaboration with internal teams and external partners, ensuring high standards are maintained throughout.
 </li>
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 Facilitate memorable learning experiences that accelerate participant growth by delivering engaging training sessions and workshops at all levels of leadership.
 </li>
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 Evaluate the impact of all development solutions by creating metrics, dashboards, and structured review processes shared with people departments and business units globally.
 </li>
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 Partner with HRBPs to cultivate a culture of growth by empowering employees to take ownership of their own development journeys while equipping line managers with essential coaching skills.
 </li>
 <li>
 Maintain comprehensive databases of talent information, partnering with regional teams to ensure accurate reporting, regular reviews, and identification of pipeline issues.
 </li>
 </ul>
 
 
 
 Requirements
 
 <ul>
 <li>
 Demonstrated experience in managing end-to-end talent development programmes for leaders at varying levels within large-scale organisations over at least five years in a senior position.
 </li>
 <li>
 Proven commercial acumen combined with an understanding of core business processes relevant to global enterprises.
 </li>
 <li>
 Expertise in delivering engaging training sessions or learning interventions that cater to diverse audiences within multicultural environments.
 </li>
 <li>
 Highly developed interpersonal skills including influencing, negotiation, communication, empathy, and collaboration across functions or geographies.
 </li>
 <li>
 Relevant qualifications such as Assessment or Coaching Certification alongside a Bachelor's degree (minimum) in Human Resources, Business or related field; Master's level preferred.
 </li>
 <li>
 Experience utilising assessment tools for talent management purposes as well as project management skills for overseeing complex initiatives from conception through execution.
 </li>
 <li>
 Ability to travel internationally at short notice when required for programme delivery or stakeholder engagement activities.
 </li>
 <li>
 Familiarity with digital learning platforms or e-learning methodologies as part of blended development solutions is advantageous.
 </li>
 <li>
 Multilingual communication abilities are highly beneficial given the global scope of responsibilities.
 </li>
 </ul>
 
 
</div>

Senior Manager - Talent and Leadership Development

Chiefs for Change

<div>Description:

FLSA Status: Exempt
Employment Status: Full-time
Travel Requirements: &lt; 25%
Physical Demands: This role involves both computer-based work and in-person engagement. It requires prolonged sitting, frequent typing, extended screen use, and active participation in meetings, workshops, and facilitated sessions. The position may involve standing for extended periods during events, light lifting (up to 20 lbs) for meeting materials or equipment, and occasional travel for convenings or onsite programming.<h3 class="jobSectionHeader">
Make an Impact in This Role</h3> 
The Network Engagement Manager supports the Chief Network Officer in executing Chiefs for Change&rsquo;s member engagement, leadership development, and system support strategy. This role plays a key part in shaping overall the member experience from recruitment through ongoing participation, ensuring that programming, communications, and convenings meet members&rsquo; needs and reflect CFC&rsquo;s mission and values.
The NEM partners cross-functionally to operationalize network programming, ensuring that member engagement activities are data-informed, equity-driven, and strategically aligned with organizational priorities.. This position requires exceptional project management, communication, and relationship-building skills, as well as a passion for supporting education leaders and systems transformation.<h3 class="jobSectionHeader">
Your Role in Our Success</h3> 
Member Recruitment, Vetting &amp; Onboarding<ul><li>
Manage the full member recruitment process, including sourcing, vetting, interviewing, and preparing candidate profiles.</li><li>
Coordinate with the CEO and CNO to schedule interviews and finalize member selections.</li><li>
Develop onboarding materials and coordinate new member orientation sessions.</li><li>
Maintain up-to-date member information in Salesforce and shared organizational systems.</li><li>
Track recruitment metrics and analyze trends to inform continuous improvement and network growth strategies.</li><li>
Regularly summarizes recruitment and onboarding insights for CNO to support strategic planning and network expansion decisions.</li><li>
Supports the CNO in building strategic member relationships by maintaining knowledge of member priorities and engagement patterns.</li></ul>
Member Engagement &amp; Communications<ul><li>
Collaborate with the Communications team to draft, distribute, and coordinate member-related announcements, updates, and monthly communications.Collaborate with the Communications team on member-related announcements and updates.Assist in drafting monthly member communications.</li><li>
Develop and execute communications plans for onboarding and engagement activities.</li><li>
Track attendance and participation across engagements and maintain comprehensive documentation in Google Drive.</li><li>
Leverage engagement data to inform CFC&rsquo;s communications, storytelling, and reporting in partnership with the Chief Communications Officer.</li><li>
Prepare regular summaries and visual dashboards to highlight trends, program effectiveness, and member needs for CNO and Leadership Team review.</li></ul>
Program Implementation &amp; Impact<ul><li>
Support the design and delivery of CFC&rsquo;s leadership programming, annual convenings, and member engagements</li><li>
Create scopes and sequences for programming and member engagements.</li><li>
Develop and manage virtual session facilitation logistics.</li><li>
Coordinate guest speakers, leaders, and partners for member engagements.</li><li>
Collaborate with cross-functional teams to align content and programming with organizational strategy and member priorities.</li><li>
Collect, analyze, and synthesize member feedback across programs and engagements to inform continuous improvement, enhance member experience, and demonstrate impact to funders.</li><li>
Develop dashboards and reports that synthesize insights from CoP activities, informing future program design and demonstrating impact to funders.</li><li>
Translate operational insights from program delivery into recommendations for CNO to adjust leadership development strategy.Oversee the work of grant-funded contractors supporting COP delivery, logistics, and reporting.</li><li>
Track progress, deliverables, and data across funded initiatives to ensure quality, fidelity, and alignment with organizational goals.</li><li>
Support the CNO in monitoring and reporting key performance indicators (KPIs) for member engagement, program effectiveness, and network growth.</li><li>
Identify emerging trends or gaps in programming from data analysis to proactively inform leadership strategy.</li></ul>
Event &amp; Convening Support<ul><li>
Support the design and facilitation of Annual Meetings and other key events.</li><li>
Develop content, materials, and logistics for large-scale convenings.</li><li>
Partner with Operations and Communications on event coordination and logistics management.</li><li>
Use event data and participant feedback to inform planning, resource allocation, and continuous improvement.</li></ul>
Requirements:
<h3 class="jobSectionHeader">Your Expertise and Impact</h3>
Education:<ul><li>
Bachelor&rsquo;s degree in Education, Nonprofit Management or a related field required.</li></ul>
Experience:<ul><li>
5-7 years of experience in program coordination, member engagement, or leadership development.</li><li>
Experience working within education, nonprofit, or mission-driven organizations that support system-level leadership is preferred.</li></ul>
Technical Skills:<ul><li>
Excellent data analysis, facilitation and communication skills.</li><li>
Strong project management skills with the ability to manage multiple priorities simultaneously.</li><li>
Strong understanding of K-12 systems and district-level operations.</li><li>
Experience coordinating and facilitating virtual and in-person events.</li><li>
Familiarity with Salesforce, Zoom, Google Workspace, and project management tools, like Asana.</li><li>
Ability to synthesize data to measure program success, identify trends, and make data-informed recommendations for improvement.</li></ul><h3 class="jobSectionHeader">
Thriving in Your Role: Core Competencies</h3> 
Leadership Competencies<ul><li>
Strategic Management
<ul><li>Strategic Thinking</li>
<li>Problem Solving</li>
<li>Change Leadership</li>
</ul></li><li>Effective Teaming
<ul><li>Trust &amp; Collaboration</li>
<li>Communication &amp; Influence</li>
<li>Conflict Resolution</li>
</ul></li><li>Self-Management
<ul><li>Growth Mindset</li>
<li>Empathy</li>
<li>Ownership</li>
<li>Mission-Driven</li>
</ul></li></ul>Role-Specific Competencies<ul><li>
Educational Leadership &amp; Systems Alignment
<ul><li>K-12 Systems Thinking</li>
</ul></li><li>Strategic Execution and Data-Driven Decision Making
<ul><li>Decision Making</li>
<li>Project Management</li>
<li>Data Strategy &amp; Implementation</li>
</ul></li><li>Collaborative Partnerships &amp; Stakeholder Engagement
<ul><li>Relationship Building &amp; Stakeholder Engagement</li>
</ul></li></ul>Compensation &amp; Your Path to Growth
We offer a comprehensive compensation package aligned with a career progression plan that ties your demonstrated abilities and proven performance to growth opportunities within your role and the organization. This plan provides clear pathways for advancement, with compensation levels reflecting your progression and impact.
Proficiency Level
Salary Range
Proficiency Level 1
$80,000 - $85,000
Proficiency Level 2
$85,000 - $90,000
Proficiency Level 3
$90,000 - $95,000</div>

Network Engagement Manager

Towne Park

<div><h1 class="jobSectionHeader">At Towne Park, it&rsquo;s more than a job, you can make an impact.
</h1>A career with us is rewarding in more ways than one.
As a hospitality services company, our commitment is to create smiles by delivering exceptional experiences. When you work with us, you have an opportunity to impact the millions of patients, visitors and guests we proudly serve. Whether providing compassionate service that eases the anxiety of a patient and their family, creating a memorable experience for a guest in a new city, or helping a colleague, every day is a new opportunity to brighten someone else&rsquo;s day and make an impact. When we see a customer, a client or one of our own team members smile, we know we made an impact. It&rsquo;s why we do what we do.
Towne Park is a place where you can make a difference and create smiles every day.
Click here for important notices that may be applicable to you.
For more information about our privacy policy, please click here.
Job Details 
 
Compensation: Towne Park is committed to offering competitive, fair, and commensurate compensation. Actual compensation will be based on a candidate&rsquo;s job-related skills, experience, education or training, and location. The annual base pay range for this position is $105,000 - $115,000. 
 
Additional Compensation: Employees may be eligible to receive annual incentive bonuses depending on their job classification and the policy guidelines. 
Benefits: Employees are eligible to enroll in medical, dental, and vision insurance, accident insurance, critical illness insurance, hospital indemnity insurance, and telemedicine benefits. Employees are provided company-paid basic life and AD&amp;D insurance as well as short-term and long-term disability. Employees are also able to enroll in the company&rsquo;s 401k retirement savings plan.
Paid Time Off: Employees accrue 0.0654 hours of PTO per hour worked up to a maximum of 136 hours per calendar year. Employees receive 6 paid holidays throughout the calendar year and employees accrue up to a maximum of 4 paid floating holidays per calendar year.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.<div><h3 class="jobSectionHeader">
SUMMARY</h3></div>
The Talent Development Manager will report to the Director, Leadership Development and serve as a strategic Talent Business Partner to HR Business Partners and leaders. This role is pivotal in driving Towne Park&rsquo;s enterprise talent strategy&mdash;shaping leadership development, guiding performance practices, and building organizational capabilities aligned with business priorities.
You&rsquo;ll bring strategic insight, strong execution, and the ability to influence at all levels&mdash;balancing big-picture thinking with hands-on delivery.<div><h3 class="jobSectionHeader">
ESSENTIAL FUNCTIONS</h3></div>
Reasonable accommodations may be made to enable individuals with disabilities to perform all functions.
Descriptive Statement(s)
% of Time
Partner Strategically: Collaborate with HR Business Partners and leaders to align talent strategies with business objectives.
15
Lead Core Talent Processes: Drive execution of performance management, succession planning, talent reviews, and high-potential development.
30
Design &amp; Scale Programs: Build and manage leadership development programs that strengthen the leadership pipeline and align to Towne Park&rsquo;s leadership capabilities framework.
20
Develop &amp; Coach Talent: Guide leaders in assessing associates, identifying gaps, and building actionable development plans. Facilitate and deliver impactful workshops and provide coaching to leaders to drive growth and effectiveness. Support leaders in developing feedback-rich, coaching-oriented practices.
15
Measure &amp; Improve: Partner with HR analytics to define success metrics, create dashboards, and evaluate impact of initiatives.
10
Manage Complexity: Oversee multiple initiatives simultaneously with strong project management discipline.
10
The total amount of time for all functions of the job
100%<div><h3 class="jobSectionHeader">
QUALIFICATIONS</h3></div>
Education:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business, or related field required.</li></ul>
Required Licensure, Certification, etc.:
<ul><li>SHRM Certification preferred</li></ul>
Work Experience:
<ul><li>5+ years of progressive experience in talent management, leadership development, or organizational effectiveness.</li><li>
Proven success designing and implementing leadership development in large, decentralized organizations.</li><li>
Retail, hospitality, or service industry experience strongly preferred.</li><li>
Experience leading or coaching teams is preferred.</li><li>
Strong facilitation, consulting, and influencing skills.</li><li>
Demonstrated ability to thrive in dynamic, fast-paced environments.</li></ul>
Knowledge &amp; Skills:
<ul><li>Strategic &amp; Agile Thinker: Sees the big picture, anticipates challenges, and adjusts quickly to shifting priorities.</li><li>
Trusted Advisor: Builds strong, credible relationships with senior leaders and HR partners.</li><li>
Culture Champion: Models curiosity, collaboration, creativity, and inclusion&mdash;setting the tone for leadership across the enterprise.</li><li>
Builder &amp; Scaler: Thrives in ambiguity, creates programs from the ground up, and scales them thoughtfully.</li><li>
Inclusive Leader: Ensures equity and accessibility are embedded into all talent practices.</li><li>
Lifelong Learner &amp; Developer of Others: Invests in personal growth while developing the next generation of leaders.</li></ul><div><h3 class="jobSectionHeader">
SCOPE
</h3></div>Authority to Act:
<ul><li>Job is fairly routine. Incumbent follows established practices and procedures. Duties are performed with specific directions given and work is checked or verified on a frequent basis. Decisions are made within specific operational instructions and departmental guidelines. Errors in judgment could affect the smooth and efficient operation of the department.</li></ul>
Budget Responsibility:
<ul><li>The employee has control over resources available only.</li></ul><div><h3 class="jobSectionHeader">
WORKING CONDITIONS &amp; PHYSICAL DEMANDS
</h3></div>The working conditions and physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit or stand for extended periods of time and may be required to run; walk; handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
Lifting Requirements
Exerting up to 50 pounds of force occasionally, and/or up to 25 pounds of force frequently, and/or greater than 10 pounds of force constantly to move objects.
Working Environment
The majority of work will be performed in climate-controlled environment, but may be exposed to inclement weather and varying degrees of temperatures on occasion.
Travel
Travel of up to 10% may be required.</div>

Talent Development Manager

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