talent development manager

Carlisle Construction Materials

<div>Carlisle is currently looking for a Talent Development Manager, reporting to the Director of Training &amp; Talent Development, who is responsible for talent planning, talent assessment, change management, and performance management systems and implementation supporting an enterprise-wide strategy. This position will work collaboratively with the HR team and business leaders across the organization to enhance the capabilities of the workforce.

Duties and Responsibilities:

Talent Planning
<ul><li>Develop and/or enhance program processes, systems, tools, and training for talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future.
</li><li>Works closely with HR Managers and business leaders to ensure successful execution of talent planning processes and follow-up actions to address pipeline gaps.</li>
<li>Lead the design, development, and implementation of talent development solutions and other talent initiatives, with emphasis on development through experiences and relationships (i.e., 70/20/10 development model).</li>
<li>Partner with and provide consulting/advisory for Organizational Effectiveness in the business to ensure talent development strategies align with business needs.</li>
<li>Develop and implement content to support integrated talent &amp; development for the enterprise, including tools, communications, job aids for team members, people managers, and HR to educate and drive adoption and sustainability of talent management strategies and programs</li>
<li>Design and implement development programs to engage and retain high potential talent, including mentorship and coaching.</li>
</ul>
Talent Assessments
<ul><li>Manage the assessment processes with a third-party partner.
</li><li>Review the assessment results with employees and their managers</li>
<li>Monitor the creation and implementation of individual learning plans.</li>
</ul>
Change Management
<ul><li>Consult on and support change management initiatives. Manage successful execution of these tools across the region to include projects and disciplines in a way that is impactful and supports organizational change goals and priorities</li>
<li>Apply change and management disciplines to execute talent development programs</li>
</ul>
Performance Management
<ul><li>Support the performance management process including goal setting, mid-year, and annual review processes and all supporting systems, tools, training, and communications.
</li><li>Work closely with HR team members to ensure processes support a high-performance culture.</li>
</ul>
Education and Experience:
<ul><li>A Bachelor's degree, preferably in training and education, human resources, organizational development, or business administration.</li>
<li>Minimum of 5 years of experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management</li>
<li>Previous experience in capturing metrics and producing various talent reports.</li>
<li>
Experience with Project Management,9box, Cornerstone (Performance Management System preferred), Korn Ferry Success Profile, competency mapping, and assessments is a plus
</li>
<li>Deep understanding of talent management tools, performance management systems, and employment branding.
</li>
</ul>#LI-LT1</div>

Talent Development Manager

HR Ways

About Our Client: ﻿Our client is a UAE-based e-commerce and digital solution provider.What We're Looking For:We are looking for an HR &amp; Talent Development Manager who can take full ownership of people operations and learning systems as The Company scales.This role is responsible for end-to-end HR operations, hiring coordination, performance management, and training &amp; development systems. You will work closely with founders and team leads to ensure the right people are hired, developed, and retained.This is not a clerical HR role; it is a people, systems, and performance role.Key Responsibilities<ul><li>HR Operations &amp; Policies</li><li>Manage employee lifecycle: onboarding, probation, confirmations, exits</li><li>Maintain HR documentation, contracts, attendance, and leave records</li><li>Draft and enforce HR policies (attendance, leave, conduct, performance)</li><li>Handle employee relations and internal HR matters</li><li>Coordinate payroll, attendance, and HR compliance processes</li><li>Hiring &amp; Recruitment</li><li>Manage end-to-end recruitment for roles across:</li><li>Amazon FBA</li><li>Shopify</li><li>Digital Marketing</li><li>Design &amp; Operations</li><li>Coordinate with department heads to finalize JDs and hiring criteria</li><li>Screen candidates, conduct HR interviews, and manage offers &amp; onboarding</li><li>Build a structured hiring pipeline (intern, junior executive)</li><li>Performance Management</li><li>Design and manage probation &amp; performance review cycles</li><li>Support managers in defining role-based KPIs</li><li>Track performance trends, red flags, and improvement plans</li><li>Facilitate feedback discussions between management and team members</li><li>Training &amp; Development (T&amp;D)</li><li>Design structured onboarding programs for new hires</li><li>Create and manage training paths for key roles (Amazon Execs, PPC, Brand Managers, Designers, etc.)</li><li>Coordinate internal training sessions with senior team members</li><li>Maintain SOPs, process documentation, and training materials</li><li>Track training completion, skill readiness, and role maturity</li><li>Note: You will manage training systems, not necessarily deliver all training yourself.</li><li>Culture, Engagement &amp; Retention</li><li>Drive employee engagement and feedback initiatives</li><li>Monitor morale, attrition risks, and team satisfaction</li><li>Act as a neutral bridge between leadership and employees</li><li>Help build a performance-driven yet supportive work culture</li><li>KPIs for This Role</li><li>Time-to-hire</li><li>Probation success rate</li><li>Employee retention (especially the first 6 months)</li><li>Training completion &amp; readiness</li><li>SOP &amp; documentation coverage</li><li>Employee feedback &amp; engagement trends</li></ul>Requirements<ul><li>Education: BBA / MBA (HR preferred but not mandatory)</li><li>Experience: 3&ndash;6 years of experience in an HR Generalist / HR Manager role</li><li>Prior experience in:</li><li>IT services</li><li>Digital agencies</li><li>Startups or consulting firms (highly preferred)</li><li>Hands-on exposure to hiring, performance management, and training coordination</li></ul>Key Skills &amp; Traits<ul><li>Strong communication and conflict-handling skills</li><li>Process-oriented with a systems mindset</li><li>Comfortable working directly with founders</li><li>Able to operate in a fast-paced, evolving environment</li><li>Ownership-driven, not task-only focused</li></ul>Other Details:Work Mode: Onsite﻿Location: ﻿DHA Phase 7 , KarachiExperience: 3-6 yearsDays: ﻿Monday to FridayTiming: ﻿10 AM - 7 PM﻿Benefits:<ul><li>Performance-based bonus</li><li>Medical Reimbursement</li><li>Annual Leaves</li></ul>Job Type: Full-timeWork Location: In person

Talent Development Manager - HR (Female)

Maverik

<div>Talent Development Internship &ndash; Summer 2026 
Location: Salt Lake City, UT &ndash; Base Camp Headquarters 
Pay: $15.00/hour for Bachelor's Program, $21.00/hour for Master's Program 
Hours: ~30&ndash;40 hours/week 
Dates: June to August 2026 


Summary Overview of Internship 
At Maverik, we don&rsquo;t just offer jobs, we offer adventures. As a Talent Development Intern, you&rsquo;ll gain hands-on experience while supporting initiatives that improve how new team members join and grow within the company. 
You&rsquo;ll work closely with the Talent Development team on initiatives designed to enhance Maverik&rsquo;s onboarding experience. This internship combines project ownership with exposure to learning strategy, employee development programs, and organizational training initiatives. 


Key Project You&rsquo;ll Support: 
 
New Team Member Onboarding Experience Refresh 
<ul><li>
Contribute to the redesign and improvement of Maverik&rsquo;s onboarding program</li><li> 
Develop onboarding resources such as surveys, manager support tools, and new hire materials</li><li> 
Help build learning content that improves the new team member onboarding experience</li><li> 
Assist in designing resources that support both employees and managers during the onboarding process</li></ul> 
The intern will summarize findings, recommendations, and outcomes at the conclusion of the internship. 


Additional Hands-On Exposure: 
<ul><li>
Learn how onboarding programs are designed and implemented across the organization</li><li> 
Observe how employee development programs are created and evaluated</li><li> 
Collaborate with Talent Development and Learning Strategy teams</li><li> 
Gain exposure to organizational training and employee experience initiatives</li></ul> 


What You&rsquo;ll Gain: 
<ul><li>
Exposure to Talent Development and employee learning strategies</li><li> 
Experience designing onboarding resources and learning materials</li><li> 
Opportunity to contribute to a company-wide onboarding program refresh</li><li> 
Cross-functional collaboration with HR and Learning teams</li><li> 
Real-world insight into how employee development supports Maverik&rsquo;s growth</li></ul> 


Qualifications:<ul><li> 
Preference will be given to applicants who reside in Utah, as this is an on-site opportunity based at our headquarters</li><li> 
A full-time college student who has completed their sophomore year by the start of the internship</li><li> 
Currently enrolled at an accredited university</li><li> 
Must be authorized to work in the U.S.</li><li> 
Strong attention to detail and organizational skills</li><li> 
Effective communication skills (written and verbal)</li><li> 
Interest in Talent Development, Human Resources, Organizational Development, or Learning Strategy</li><li> 
Team-oriented, proactive, and eager to learn</li></ul></div>

Talent Development Intern

Penske Truck Leasing

<div>POSITION SUMMARY
The Field Human Resources Manager position is a key member of the Operations and HR team, and the purpose of the role is to lead HR initiatives, protocols, and policies within a defined operational territory related to Talent Development and Onboarding, Retention, Leadership Skill Building, Workforce Planning, Compliance, and Associate Relations. A primary focus of this role is to positively impact all aspects of the talent management system across all locations within the defined territory. Working closely with the Area HR Manager, the position will require a proactive approach to ensuring that we are compliant in our HR practices by providing consistency in the application and execution of enterprise-wide programs and subsequently coaching our managers in executing policies and procedures accurately and fairly. The position requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfortable level working in a matrixed reporting relationship, given that the role reports to the Area HR Manager but will have a strong reporting relationship with Operations.
This position will be expected to travel by car and air for up to 50% overnight travel required supporting up to X associates (exempt and non-exempt associates) in X locations. Position can based out of X, Y, or Z locations. Maintain regular weekly onsite HR presence at all local operations to support associates and address associate needs.
What We Offer:
<ul><li>Competitive salary and benefits package.</li>
<li>Opportunities for professional development and career growth.</li>
<li>A supportive and inclusive work environment.</li>
<li>The chance to make a significant impact on the future of our company by attracting top talent.</li>
</ul>MAJOR RESPONSIBILITIES:
Associate Experience, Engagement, and Retention:
<ul><li>Lead local associate experience and retention efforts through the implementation of enterprise programs including new associate orientation and onboarding, global associate engagement surveys, local appreciation, and recognition events, etc.</li></ul>
<ul><li>Identify and design solutions to address local retention challenges.</li></ul>
<ul><li>Support the D&amp;I efforts and encourage managers to foster an inclusive work environment.</li></ul>
Workforce Planning and Talent Acquisition:
<ul><li>Supports recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness.</li></ul>
<ul><li>Takes an active role in supporting recruiting activity and partners with the recruiting team to advise them on opportunities to access local diverse recruiting sources.</li></ul>
<ul><li>Proposes appropriate staffing levels based on analysis of growth trends.</li></ul>
<ul><li>Collaborates on leadership recruiting needs and participates in the selection process for critical roles to identify the best-qualified candidates.</li></ul>
<ul><li>Partner with Area HR Manager in start-up activities for new business and assist in the transition through orientation and onboarding activities.</li></ul>
<ul><li>Collaborates with Area HR Manager and Compensation to arrive at appropriate compensation packages.</li></ul>
Associate and Leader Skill Development:
<ul><li>Maintains oversight of associate performance and ensures that development plans for those associates are in place.</li></ul>
<ul><li>Supports new leaders as through critical HR processes needed to effectively manage and lead people.</li></ul>
<ul><li>Oversees process for annual talent review and succession plan process and leverages Leadership Development tools to ensure that associates receive the appropriate functional training.</li></ul>
Training and Development:
<ul><li>Communicates and reinforces with management training and development as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity &amp; inclusion, leadership, and other focus topics.</li></ul>
Associate &amp; Labor Relations and Performance Management:
<ul><li>Partners with Area HR Manager, HR Director (as needed), Legal (as needed), and Labor Representative (as needed) in conducting regular location assessments and coach management on the proper interpretation and execution of policies, programs, procedures, and collective bargaining agreements.</li></ul>
<ul><li>Investigates associate complaints and works with managers/legal/labor relations/security, as appropriate, to respond and resolve.</li></ul>
<ul><li>Actively engages management team in performance management process utilizing training tools, coaching, and corrective counseling procedures.</li></ul>
Human Capital Analytics:
<ul><li>Provide operations leaders with relevant and meaningful HR metrics and analytics to help guide business decisions at the local level. This includes regular review and analysis of turnover, retention, LOA, exit interview data, etc.</li></ul>
Compliance:
<ul><li>Regularly analyzes associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance, consistent practices according to Penske policy, etc.</li></ul>
<ul><li>Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.</li></ul>
QUALIFICATIONS:
<ul><li>Bachelor's degree required</li></ul>
<ul><li>3+ years&rsquo; experience in Staffing, Human Resources, or a related field is required, relevant experience will be considered.</li></ul>
<ul><li>Professional certification in SHRM or HRCI is preferred</li></ul>
<ul><li>Strong knowledge of HR functions and employment law</li></ul>
<ul><li>Ability to work well independently and complete tasks with minimal supervision; strong sense of urgency</li></ul>
<ul><li>Detail-oriented with strong organizational and documentation skills</li></ul>
<ul><li>Ability to thrive in a fast-paced, deadline-sensitive environment</li></ul>
<ul><li>Adaptable quick learner with the ability to pick up the company's systems and processes quickly</li></ul>
<ul><li>Ability to travel 50% overnight travel required</li></ul>
<ul><li>Regular, predictable, full attendance is an essential function of the job</li></ul>
<ul><li>Willingness to travel as necessary, work the required schedule, work at the specific location required, complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history), and drug screening are required.</li></ul>
Physical Requirements:
<ul><li>The physical and mental 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.</li>
<li>The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines.</li>
<li>While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg.</li>
<li>Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.</li>
</ul>Penske is an Equal Opportunity Employer
About Penske Logistics
Penske Logistics engineers state-of-the-art transportation, warehousing and freight management solutions that deliver powerful business results for market-leading companies. With operations in North America, South America, Europe and Asia, Penske and its associates help businesses move forward by increasing visibility and driving down supply-chain costs. Visit Penske Logistics to learn more.
Job Category: Human Resources
Job Family: Human Resources
Address: 7111 S Crismon Rd
Primary Location: US-AZ-Mesa
Employer: Penske Logistics LLC
Req ID: 2602962</div>

Field Human Resources Manager - Penske Logistics (Warehouse)

County Materials Family of Companies

<div>The County Materials Family of Companies manufactures and delivers concrete construction products to meet the demand for growing communities. We rely on our talented and dedicated team members to provide reliable products with personalized service. 


We are seeking a Talent Management Project Manager for Central Processing Corporation at Brookfield, WI. 


The Talent Management Project Manager leads and executes learning, development, and organizational improvement projects that support company-wide talent strategies. This role oversees project plans, timelines, risks, communication, and technology systems, including LMS/TMS platforms, to ensure the successful delivery of training programs, engagement initiatives, and development solutions. 


Job Duties:
<ul><li>
Develop and deliver training content, present effectively to all levels of the organization.</li><li>
Lead Talent Management projects using approved project management frameworks and tools.</li><li>
Identify and manage project risks, dependencies, and roadblocks; escalate high-impact issues.</li><li>
Facilitate project meetings and track deliverables in project management software.</li><li>
Serve as a communication liaison between leaders, stakeholders, and contributors.</li><li>
Coach team members to identify development needs and growth opportunities.</li><li>
Provide exceptional customer service through timely updates and communication.</li><li>
Maintain and optimize Talent Management technologies (LMS, TMS, SharePoint, project software).</li><li>
Analyze learning metrics to evaluate training effectiveness and impact.</li><li>
Support team engagement programs, training events, survey administration, and reporting.</li><li>
Maintain confidentiality of sensitive information.</li><li>
Assist with budget tracking and SOP documentation.</li><li>
Provide administrative support, including inbox management, mass communications, assessments, and training coordination.</li></ul> 


Work Environment:
<ul><li>
Professional office environment with moderate noise levels.</li><li>
Occasional travel to manufacturing areas and for business purposes.</li></ul> 


Physical Requirements:
<ul><li>
Frequent sitting, talking, listening, and computer work.</li><li>
Regular standing and walking; occasional bending and reaching.</li><li>
Ability to lift up to 30 lbs.</li><li>
Full range of vision required.</li></ul> 


Experience &amp; Qualifications:
<ul><li>
Bachelor&rsquo;s degree in Business, Human Resources, Education, Organizational Design, Psychology, Marketing, or related field.</li><li>
3&ndash;5 years in L&amp;D, HR, Marketing, Project Management, Education, or related field.</li><li>
Minimum 2 years in L&amp;D required.</li><li>
Minimum 2 years in a manufacturing environment required.</li><li>
Demonstrated ability to manage multiple projects or training events.</li><li>
Exceptional written and verbal communication skills.</li><li>
Strong presentation, analytical, problem-solving, and time-management skills.</li><li>
Highly proactive, detail-oriented, and customer-focused.</li><li>
Proficiency in Microsoft Office; advanced skills in Outlook, SharePoint, PowerPoint, Word, and Visio strongly preferred.</li><li>
Experience with HRIS, LMS, TMS, project management tools, and survey platforms preferred.</li></ul>
The County Materials Family of Companies connects candidates with rewarding careers in concrete manufacturing, an industry that&rsquo;s growing faster than most. We work alongside individuals to leverage their skills and align them with diverse job opportunities in production, transportation, safety, finance, human resources, information technology, marketing, risk management, and more. 


Military service members and veterans are encouraged to apply. 


Benefits Overview:

Central Processing Corporation is the payroll and benefit service of the County Materials Family of Companies.
<ul><li>
Health, dental and vision benefits</li><li>
Short term &amp; long-term disability</li><li>
401(k) with company match</li><li>
PTO</li><li>
Safety shoe and uniform programs</li><li>
Comprehensive wellness programs</li></ul> 


For more details on benefits click here: https://hub.countymaterials.com/hubfs/Benefits.pdf 


County Materials Family of Companies is an EEO/Affirmative Action Employer; all qualified applicants will receive consideration for employment without regard to any characteristic prohibited by federal, state and/or local laws. 


We participate in E-Verify to confirm employment eligibility for all new hires.</div>

Talent Management Project Manager

Chobani

<div><div><div>Early Career Talent Manager</div><div></div><div> 
</div></div>Date: Mar 12, 2026
Location: Twin Falls, ID
<div><div><div><div>Summary
</div><div><div>
We are seeking an Early Career Talent Manager to lead the strategy and execution of our internship and early career recruitment initiatives. This role will be pivotal in identifying, attracting, and developing top talent while partnering closely with People Business Managers and the Learning and Development team to foster a robust growth and development environment.</div></div></div><div><div>
Responsibilities
</div><div><ul><li>Recruitment Strategy: Develop and implement innovative recruitment strategies to attract qualified interns and early career talent from multiple channels, including universities, technical schools, career fairs, and partnerships with other institutions.</li>
<li>Candidate Experience: Create an outstanding candidate experience throughout the recruitment process, ensuring timely communication and a seamless onboarding experience.</li>
<li>Collaboration: Partner with People Business Managers to identify departmental needs and align recruiting efforts with business objectives.</li>
<li>Growth &amp; Development: Collaborate with the Learning and Development team to design and implement programs that support career advancement and skill development for early career talent.</li>
<li>Program Management: Oversee internship programs, ensuring they align with Chobani&rsquo;s values and provide valuable learning experiences for participants.</li>
<li>Talent Pipeline: Build and maintain a strong talent pipeline for internships and early career roles by leveraging networking, social media, and other outreach strategies.</li>
<li>Data Analysis: Track and analyze recruitment metrics and program outcomes to drive continuous improvement in early career initiatives.</li>
</ul></div></div><div><div>Requirements
</div><div><ul><li>Bachelor's degree in human resources, Business Administration, or related field.</li>
<li>3+ years of experience in talent acquisition or talent management, with a focus on early career or internship programs.</li>
<li>Strong collaboration skills to work effectively with various stakeholders, including hiring managers and external partners.</li>
<li>Excellent communication and interpersonal skills, with a knack for building relationships.</li>
<li>Ability to think strategically and creatively to attract diverse talent.</li>
<li>Proficiency in recruitment tools, applicant tracking systems, and HR technology.</li>
</ul></div></div></div>About Us
<div>
Chobani is a food maker with a mission of making high-quality and nutritious food accessible to more people, while elevating our communities and making the world a healthier place. In short: making good food for all. In support of this mission, Chobani is a purpose-driven, people-first, food-and-wellness-focused company, and has been since its founding in 2005 by Hamdi Ulukaya, an immigrant to the U.S. The Company manufactures yogurt, oat milk, and creamers &ndash; Chobani yogurt is America's No.1 yogurt brand, made with natural ingredients without artificial preservatives. Following the 2023 acquisition of La Colombe, a leading coffee roaster with a shared commitment to quality, craftmanship and impact, the Company began selling cold-pressed espresso and lattes on tap at caf&eacute;s nationwide, as well as Ready to Drink (RTD) coffee beverages at retail. In 2025, Chobani acquired Daily Harvest, a modern brand offering consumers nutritious, delicious and convenient ready-to-make meals.</div><div> 
 
Chobani uses food as a force for good in the world &ndash; putting humanity first in everything it does. The company's philanthropic efforts prioritize giving back to its communities and beyond. Chobani manufactures its products in New York, Idaho, Michigan and Australia, and its products are available throughout North America and distributed in Australia and other select markets.</div><div> 
For more information, please visit www.chobani.com or follow us on Facebook, Twitter, Instagram and LinkedIn.</div> 
<div></div>
<div>
Chobani is an equal opportunity employer. Chobani will not discriminate against any applicant for employment on any basis including, but not limited to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, military and/or veteran status, marital status, predisposing genetic characteristics and genetic information, or any other classification protected by federal, state, and local laws.</div> 
<div></div>
<div>
The salary range for this full-time position is $95,000.00 - $150,700.00, + bonus + equity + benefits. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.</div> 
<div></div>
<div>
Chobani provides a comprehensive benefits package, including medical, dental, vision coverage, disability insurance, health savings account, flexible spending accounts, and tuition reimbursement. To help save for the future, all employees are eligible for a 401k match of 100% on up to 5% of eligible pay. To support growing families, we provide fertility and childcare assistance, and 12 weeks of parental leave at full pay after six months of continuous employment. In addition, we provide wellness resources which include an employee assistance program, fitness discounts, a wellness reimbursement, on-site gym access (certain locations) and a monthly wellness newsletter to connect you with resources and timely information. We offer various types of paid time of including: 120 hours of paid time off, 11 holidays, and paid volunteer time off.</div></div></div>

Early Career Talent Manager

Astronics

<div>We&rsquo;re looking for a collaborative and forward-thinking learning professional to help shape the next chapter of our people development journey! 

Position Summary
The Manager, Learning &amp; Development, is responsible for designing, implementing, and scaling leadership development, culture, and succession planning initiatives across the organization.
This role will serve as a key driver in the Astronics transition to a structured and strategically aligned learning function. The L&amp;D Manager will partner closely with the Director of Human Resources, HR Site Leads and business leaders to strengthen leadership capability, reinforce culture, and build a sustainable talent pipeline, all while remaining directly involved in program design and delivery.
The ideal candidate is passionate about building programs that help our people grow and succeed. This individual understands our business and culture and can connect learning initiatives directly to what makes us thrive - leadership capability, teamwork, and operational excellence. They will take a hands-on role in designing and delivering impactful development programs while partnering closely with HR and leadership across the company to ensure learning is aligned with our strategy and values.
This role can be based near any of Astronics&rsquo; U.S. locations including East Aurora, NY; Kirkland &amp; Kent, WA; Portland, OR; Irvine CA; Chicago, Waukegan, IL and Orlando, FL. This role requires the ability to travel domestically and internationally, up to 20% of the time. 

Key Responsibilities
Learning &amp; Development Strategy &amp; Execution
<ul><li>Support the development and execution of an enterprise learning strategy aligned to business and operational priorities.</li>
<li>Establish consistent learning frameworks, tools, and standards while respecting site-level needs.</li>
<li>Design and deliver high-impact learning solutions, maintaining a balance between strategy and hands-on execution.</li>
</ul>
Leadership Development
<ul><li>Design, facilitate, and manage leadership development programs for frontline and manufacturing supervisors, mid-level managers, and emerging leaders and high-potential talent</li>
<li>Focus leadership capability in areas such as:
<ul><li>People leadership in manufacturing environments</li>
<li>Emotional intelligence and self-awareness</li>
<li>Accountability, coaching, and feedback</li>
<li>Leading change and continuous improvement</li>
</ul></li><li>Coach leaders and support individual development plans tied to performance and potential.</li>
</ul>
Culture &amp; Organizational Effectiveness
<ul><li>Translate company values and cultural expectations into practical learning experiences.</li>
<li>Partner with HR and leaders to reinforce behaviors that support safety, quality, collaboration, and operational excellence.</li>
<li>Support change management efforts related to growth, transformation, or new initiatives.</li>
</ul>
Collaboration with HR &amp; Business Leaders
<ul><li>Partner with HR and functional leaders to implement a structured succession planning process for key leadership and critical roles.</li>
<li>Work closely with HR Site Leads to integrate learning into performance management and talent processes.</li>
<li>Help shift learning ownership from decentralized HR activities toward a coordinated L&amp;D model.</li>
<li>Conduct train-the-trainer programs to support enterprise learning and development.</li>
</ul>
Learning Infrastructure &amp; Measurement
<ul><li>Support and manage learning systems (LMS/LXP) and leadership development tools.</li>
<li>Track participation, effectiveness, and impact of leadership programs.</li>
<li>Use data and feedback to continuously improve learning offerings.</li>
</ul>
Manufacturing &amp; Global Environment Support
<ul><li>Design learning solutions appropriate for manufacturing, engineering, and corporate populations.</li>
<li>Ensure programs are practical, scalable, and aligned with regulatory and quality expectations.</li>
<li>Adapt content for global sites while maintaining consistency in leadership expectations.</li></ul> 

Qualifications Required:
<ul><li>Bachelor&rsquo;s degree in Human Resources, Organizational Development, Business, or related field; or equivalent experience</li>
<li>7&ndash;10 years of progressive experience in learning and development, organizational development, or talent management</li>
<li>Proven success in designing, implementing, and scaling enterprise-wide learning and leadership programs</li>
<li>Demonstrated experience developing leadership capabilities across all organizational levels, including frontline supervisors, mid-level managers, and emerging leaders</li>
<li>Hands-on experience with succession planning, talent review processes, and building structured development pathways for high-potential employees</li>
<li>Strong track record of integrating company culture, values, and change management efforts into learning and development initiatives</li>
<li>Experience managing or administering learning systems (LMS/LXP) and using data and analytics to measure learning impact and effectiveness</li>
<li>Background supporting manufacturing, engineering, or operational environments, with ability to tailor learning to site-specific and global needs</li>
<li>Proven ability to partner effectively with HR Business Partners and business leaders to align learning strategies with performance and organizational goals</li></ul> 

Compensation &amp; Benefits:
<ul><li>Base salary range: $95,000 through $135,000, influenced by several factors including experience, skill set, education, certifications, market conditions, and business needs.</li>
<li>Astronics offers a comprehensive benefits package, including:
<ul><li>Health &amp; Well-being: Health, dental, vision, disability, life insurance, FSA, HSA, and additional voluntary coverage options.</li>
<li>Financial Security: 401K &amp; Employee Stock Purchase Plan.</li>
<li>Work-Life Harmony: Employee Assistance Program and a culture that promotes work-life balance.</li></ul></li></ul></div>

Learning and Development Manager

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