talent development manager

Safelite

<div><h2 class="jobSectionHeader">Job description
</h2><div><div>Does this position interest you? You should apply &ndash; even if you don&rsquo;t match every single requirement! We're known as an auto glass company. That's the focus of what we do. But beyond the glass, we're so much more. We'll help you build a fulfilling career and encourage you to have a life. Let us be the best place you'll ever work. 
 
A Brief Overview
The Talent Development Manager owns the end-to-end execution, delivery, and continuous improvement of Safelite&rsquo;s enterprise talent development programs, including orientation, onboarding, leadership, and associate development experiences. This role ensures programs are effectively designed (in partnership with Instructional Design), deployed, sustained, and continuously improved to drive measurable business impact.
This role translates enterprise talent development strategy into actionable program plans, ensuring programs are effectively deployed, sustained, and aligned to business priorities and remain consistent across the organization.
This role requires strong program and project management expertise, stakeholder management, and the ability to translate talent development strategy into clear plans, managing day-to-day program delivery, and continuously improving based on data, feedback, and business outcomes. Partners closely with People Business Partners (PBPs), Talent Management, Instructional Design, and business leaders to ensure high-quality program delivery and consistent learner experience.
A key part of this role is defining program success measures, monitoring performance, and providing regular reporting and insights to stakeholders to drive continuous improvement. 
What You Will Do<ul><li>
Program Ownership &amp; Execution: Own the end-to-end program execution and continuous improvement of enterprise talent development programs. Develop and manage program plans, timelines, risks, and dependencies. Ensure consistent and high-quality delivery across all programs.</li><li>
Stakeholder Management: Partner with PBPs, leaders, and SMEs to gather insights and align on program needs. Set expectations and ensure alignment across stakeholders.</li><li>
Facilitation: Facilitate select programs and support leader-lead / PBP-led sessions as needed.</li><li>
Change Management &amp; Communication: Develop communication plans to drive awareness and engagement. Lead change management efforts to support program adoption.</li><li>
Measurement &amp; Reporting: Define success metrics for programs. Track participation, engagement, and effectiveness. Report on outcomes and provide recommendations.</li><li>
Research emerging learning trends, technologies, and best practices, integrating these insights with program data, metrics, and analysis to drive innovation and continuous improvement.</li></ul> 
What You Will Need<ul><li>
Bachelor's Degree in adult-learning, organizational development, HR, or related field, Required</li><li>
4-6 years of progressive experience in talent development, organizational development, learning &amp; development or related field, Required</li><li>
Previous experience managing enterprise-wide, end-to-end, complex programs, Required</li><li>
Previous experience with presenting to and influencing senior leaders, Required</li><li>
Strong program, project and stakeholder management experience, Required</li><li>
Prior experience leading others, Preferred</li><li>
CPTD/APTD certification a plus
</li><li>Certified facilitator a plus (ex. DISC, MBTI, CliftonStrengths, SLII)</li><li>
Exceptional communication and storytelling skills; using PowerPoint to bring stakeholders along</li><li>
Proven ability to manage complex L&amp;D programs with measurable results</li><li>
Program success measures; gathering and analyzing data</li><li>
Expert facilitation skills</li><li>
Project management expertise, familiarity with program management tools a plus (Monday.com)</li><li>
Working through ambiguity, anticipating and adapting quickly to change; creative problem-solving, and learning agility</li><li>
Builds collaborative relationships, quickly becoming a trusted partner</li><li>
Highly creative at designing experiential learning</li><li>
Can flex quickly between strategic thinking and detailed execution</li><li>
Promoting and marketing enterprise programs; creating excitement and engagement</li><li>
Highly proficient with MS products (PowerPoint, Word, Excel, Teams/SharePoint)</li><li>
Knowledge of evaluation tools a plus (Qualtrics, Workday Learning, MS Forms)</li><li>
LMS Knowledge (Workday Learning) a plus</li></ul><div>
What You Will Get<ul><li>
Competitive weekly pay and bonus opportunities.</li><li>
Total job benefits valued at more than $10k*. This includes a 401(k) plan with company matching, medical coverage plans customized to suit your needs and a commitment to work/life balance through our paid time off (PTO) programs, company holidays and paid volunteer days.</li><li>
Up to $5,250 in tuition reimbursement per year.</li><li>
View all our health, wealth and life offerings at www.safelitebenefits.com</li></ul></div><div> 
Expected Work Location (In Office): It is expected that you will primarily perform work at the Safelite Home Office (7400 Safelite Way, Columbus, OH 43235). You are required to work in the office at least 4 days a week. Changes to work location arrangements are subject to managerial approval and business needs. #LI-Onsite #LI-JR2</div><div> 
Our people are passionate about what they do, the product they sell, and the customers they serve. If you're looking for an opportunity to be a part of a work culture that values collaboration, innovation and dedication, we're the right company for you.</div>
This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned to ensure workload coverage. This job description does NOT constitute an employment agreement between the employer and employee and is subject to change by the employer as the organizational needs and requirements of the job change. 
 
This position description is not all inclusive for every aspect of this role. Reasonable accommodations will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not, and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job&rsquo;s essential duties because of an ADA disability. 
 
Other qualifications may be required to ensure employment eligibility in accordance with local laws, regulations and with Safelite Group, Inc. policies and practices.</div><div>
This job description in no way states or implies that these are the only duties to be performed by an employee occupying this position. Employees may be required to perform other related duties as assigned to ensure workload coverage. This job description does NOT constitute an employment agreement between the employer and employee and is subject to change by the employer as the organizational needs and requirements of the job change.
This position description is not all inclusive for every aspect of this role. Reasonable accommodations will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not, and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job&rsquo;s essential duties because of an ADA disability.
Other qualifications may be required to ensure employment eligibility in accordance with local laws, regulations and with Safelite Group, Inc. policies and practices.
-</div><div>
Internal Associates: Already a member of the Safelite team? Apply through your Workday account by searching &quot;Find Open Jobs&quot;.
Diversity: Safelite welcomes everyone. We value our diverse workforce and suppliers, and we&rsquo;re proud to be an equal opportunity employer. Learn more at Careers http://safelite.com/Careers
Benefit amounts are estimates only. Actual values will depend on benefit elections during enrollment.
This position description is not all inclusive for every aspect of this role. Reasonable accommodation will be made for individuals covered by ADA, ADEA, FMLA and other laws and regulations in accordance with their requirements. Physical and mental demands are not and should not be construed to be job qualification standards, but are illustrated to help the employer, employee and/or applicant identify tasks where reasonable accommodations may need to be made when an otherwise qualified person is unable to perform the job&rsquo;s essential duties because of an ADA disability.</div></div></div>

Talent Development Manager

STAR Finanical Bank

<div>STAR Financial Bank is an Indiana-based community bank known for its culture of delivering quality service, personalized banking solutions, and innovative use of technology for more than 80 years. We are proud to be a community bank in every aspect of the word. Beyond monetary giving and employee volunteerism, STAR is dedicated to partnering with the people and organizations that improve our communities. At every one of our locations, employees demonstrate their commitment to STAR and our customers by honoring our core values of Honesty &amp; Integrity, Accountability, Respect for All, Do What&rsquo;s Right, Commitment to Lifelong Learning, Community Leadership, Being Progressive, Celebrating Success and Remaining Independent.

STAR Financial Bank proudly celebrates diversity and remains conscious of the realization that diversity is not solely represented by physical characteristics. STAR is an equal opportunity employer (EEO) with a commitment to inclusivity for all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, pregnancy, age, disability, genetic information, marital status, or status as a covered veteran in accordance with applicable federal, state, and local laws. STAR complies with applicable STAR and local laws governing non-discrimination in employment in every location in which we have facilities.

The Senior Manager of Learning &amp; Talent Development position is not included in a workplace model that allows remote work.

As a Senior Manager of Learning &amp; Talent Development, essential responsibilities include:
<ul>
<li>Own the end-to-end learning and talent development lifecycle, from onboarding and orientation through leadership development, career growth, and succession planning.</li>
<li>Ensure learning and talent programs are integrated, intentional, and aligned with STAR core values, strategic initiatives, and workforce needs.</li>
<li>Partner with HR Business Partners and business leaders to identify capability gaps and translate them into effective learning and development strategies.</li>
<li>Enable performance growth and career development by equipping managers with practical tools, resources, and development solutions.</li>
<li>Support succession planning and leadership readiness through targeted development experiences and talent pipeline strategies.</li>
<li>Lead the design, delivery, and continuous improvement of learning and development solutions across the employee lifecycle, including onboarding, early career, leadership, and professional development.</li>
<li>Build skills-based learning pathways that support role readiness, performance growth, and internal mobility.</li>
<li>Oversee early career, internship, and work-based learning programs to strengthen long-term talent pipelines.</li>
<li>Lead and support the delivery of learning through a mix of instructor-led, virtual, and on-demand solutions aligned to business needs.</li>
<li>
Measure the effectiveness of learning and talent development initiatives and adjust strategies based on outcomes and feedback.
</li>
<li>Stay current on learning and talent development best practices and apply innovative, practical approaches.
</li>
<li>Directly manage and develop members of the Learning &amp; Talent Development team, including goal setting, performance management, coaching, and ongoing feedback.
</li>
<li>Support the professional growth of team members through development planning, skill building, and career conversations.
</li>
<li>Foster a collaborative, and engaging team culture where diverse perspectives are valued and encouraged.
</li>
<li>Model inclusive leadership behaviors and reinforce accountability, respect, and trust across the team.
</li>
</ul>Skills Needed
<ul>
<li>Demonstrated experience leading learning and talent initiatives across multiple stages of the employee lifecycle, including onboarding, leadership development, and ongoing career development.</li>
<li>Prior people leadership experience, including responsibility for performance management, coaching, and employee development.</li>
<li>Relevant experience in leading change/change management.</li>
<li>Proven ability to build strong relationships at all levels of the organization.</li>
<li>Ability to work well on cross-functional project teams while executing multiple projects from vision through implementation.</li>
<li>Prior experience measuring and reporting on the business impact of training initiatives.</li>
<li>Excellent oral and written communication skills.</li>
<li>Advanced skills in Microsoft Office Suite.</li>
</ul>
In addition to traditional compensation and benefits packages, our leaders continue to collaborate to launch innovative employee benefits and perks including, Affordable Medical/ Vision/ Dental Coverage &bull; Flexible Dependent Care Account &bull; Health Savings Account (with employer contributions) &bull; Prescription Drug Plan &bull; Employee Wellness Initiatives (physical/mental/financial) &bull; Health Management Reimbursement Program &bull; Short Term/Long Term Disability &bull; Life Insurance &bull; Tuition Reimbursement &bull; Competitive Pay and Bonus Program &bull; 401k (with employer match) &bull; Generous Paid Time off including 11 1/2 holidays.

** Eligibility of benefits are determined by employment status classification and may be discussed during the interview process.</div>

SENIOR MANAGER OF LEARNING & TALENT DEVELOPMENT

JELD-WEN

<div>JELD-WEN is currently seeking a Human Resources Manager to join our growing team. 

<div><div><div><h2 class="jobSectionHeader">
External Job Description</h2>
</div><div>
Location: Hybrid &mdash; Charlotte, NC 


The HR Manager will make an impact by partnering with Operational Excellence and Customer Success leaders to understand their priorities and provide strategic HR support as a thought partner. This includes the ability to balance the day to day activities but also thinking strategically about key opportunities that will further enhance the business as it relates to talent development, performance management, and succession planning to name a few. They are to maintain the highest level of discretion regarding employees and organizational changes confidentially; continually analyze and make recommendations to lead a positive culture; and communicate effectively and professionally through oral and written interactions. 


Principle Duties and Responsibilities 

<ul>
<li>Proactively partners with managers and Talent Acquisition to level and fill critical roles</li>
<li>Lead and advise on performance and compensation cycles, ensuring consistent, fair execution by managers.</li>
<li>Investigate and resolve employee relations matters, partnering with Legal as needed to mitigate risk and ensure compliance.</li>
<li>Serve as a trusted advisor to managers by providing guidance on performance management, talent development, and career progression. Enable leaders to build strong, capable teams through thoughtful coaching, development planning, and proactive succession and career conversations.</li>
<li>Analyzes trends and metrics in partnership with the COE or stakeholders to develop solutions, programs and policies.</li>
<li>Partner with leaders to support organizational effectiveness through thoughtful workforce planning, restructures, succession planning, and change management.</li>
<li>Drive engagement, retention, and productivity by strengthening manager capability and employee experience.</li>
<li>Able to take on any additional HR related assignments as needed.</li></ul> 


Required Qualifications 

<ul>
<li>Bachelor&rsquo;s degree, preferably in human resources management and/or business administration</li>
<li>7+ years of experience as an experienced HRBP with cyclical HR agenda items such as performance management, talent development, succession planning, and compensation planning to name a few</li>
<li>4+ years of experience partnering with senior leaders; Developing HR goals and priorities that align to business priorities and supporting leaders to ensure business success; Partnering with leaders to hold their employees / teams accountable</li></ul> 


Preferred Qualifications
<ul>
<li>Experience in a large matrix organization</li>
<li>Experience with an HR shared services model</li>
</ul>
#LI-KC1</div></div></div> 

About JELD-WEN Holding, Inc. 
 
JELD-WEN Holding, Inc. (NYSE: JELD) is a leading global designer, manufacturer and distributor of high-performance interior and exterior doors, windows and related building products serving the new construction and repair and remodeling sectors. Based in Charlotte, North Carolina, the company operates across North America and Europe. Our associates are dedicated to bringing beauty and security to the spaces that touch our lives through our market-leading product brands across the world. The JELD-WEN family of brands includes JELD-WEN&reg; worldwide, LaCantina&reg; and VPI&trade; in North America, and Swedoor&reg; and DANA&reg; in Europe. For more information, visit corporate.JELD-WEN.com or follow LinkedIn.
JELD-WEN has been named by Forbes as one of &lsquo;America&rsquo;s Best Employers&rsquo; and by Newsweek as one of the &lsquo;World&rsquo;s Most Trustworthy Companies&rsquo;. 
 
What We Offer 
 
Investing in People is one of our Core Values, we strive to attract &amp; retain great people! As such, JELD-WEN offers competitive compensation &amp; benefits packages. As a global organization, specific benefits may vary, however typically including medical &amp; dental, generous leave policies, retirement program, etc. 
 
JELD-WEN is an equal employment opportunity employer and does not tolerate discrimination, harassment, and/or retaliation based on individuals&rsquo; physical traits, beliefs, and/or other characteristics that are protected under applicable laws. 
 
JELD-WEN does not accept unsolicited resumes from headhunters, recruitment agencies, or fee-based recruitment services.</div>

Human Resources Manager

AbbVie

<div>Company Description 
About AbbVie
AbbVie's mission is to discover and deliver innovative medicines and solutions that solve serious health issues today and address the medical challenges of tomorrow. We strive to have a remarkable impact on people's lives across several key therapeutic areas including immunology, oncology and neuroscience - and products and services in our Allergan Aesthetics portfolio. For more information about AbbVie, please visit us at www.abbvie.com. Follow @abbvie on LinkedIn, Facebook, Instagram, X and YouTube. 
Job Description 
Purpose
Business Human Resources (BHR) serves as a trusted partner to the business, helping to shape our culture, supporting our business strategies, and delivering the talent and capabilities necessary to make a remarkable impact on AbbVie and patients around the world. The role leverages best-in-class HR practices to continuously create, deliver, and support programs that establish AbbVie as an employer of choice while empowering employees at all levels of the organization. The role partners with business leaders in an assigned function to develop and implement people strategies and tactics that support business plans and the achievement of both short-term and long-term strategic objectives.
As a BHR Manager supporting the global Procurement function, you will play a pivotal role in shaping the organization&rsquo;s long-range talent strategy and strengthening the team&rsquo;s ability to deliver business results. This opportunity offers the chance to influence critical priorities such as building bench strength, refining succession plans, accelerating leadership development, and enabling a culture of accountability and &ldquo;safe to speak up&rdquo; behaviors. You will partner closely with leaders to identify and develop high-potential talent, support capability-building through targeted learning and development, and help advance a performance-driven culture that fosters collaboration, trust, and continuous improvement. In this role, your impact will be seen in stronger succession pipelines, more effective leaders, enhanced team capability, and a more resilient organization positioned to meet both current and future business needs.
Responsibilities<ul><li>
Serve as a trusted strategic HR partner to the Procurement organization, advising leaders on talent, organization, and people strategies that advance business priorities.</li><li>
Lead HR partnership for Project Genesis, AbbVie&rsquo;s cross-functional procurement transformation program focused on advancing policies, processes, strategies, and technologies that improve efficiency, visibility, self-reliance, and value creation across the enterprise.</li><li>
Partner with business leaders to shape workforce and capability strategies that strengthen bench strength, accelerate leadership readiness, and build a sustainable talent pipeline.</li><li>
Influence succession planning, talent reviews, and development actions to increase readiness for key roles and support long-term organizational resilience.</li><li>
Design and drive talent development approaches, including career paths, rotations, learning experiences, and leadership development initiatives that build critical capabilities.</li><li>
Coach and enable people leaders to elevate performance, strengthen accountability, and create a culture of trust, inclusion, and &ldquo;safe to speak up&rdquo; behaviors.</li><li>
Provide strategic counsel on organization design, team effectiveness, and change management to support transformation and business agility.</li><li>
Collaborate closely with HR Centers of Excellence and Service Centers to ensure seamless execution of HR programs and high-quality support for the business.</li><li>
Champion effective change leadership and communications to help leaders navigate transformation and reinforce adoption of new ways of working.</li><li>
Prioritize and execute high-impact HR initiatives that align with business needs and deliver measurable outcomes.</li></ul> 

Qualifications 
Education and Experience<ul><li>
Bachelor's degree</li><li>
6+ years of relevant HR experience</li><li>
Knowledge of regulations and standards affecting the business; strong business acumen</li><li>
Experience with utilizing competency model and assessment tools such as 360 assessment tool and Thomas PPA talent tool to conduct manager talent assessment and deliver reports to detail potential motivators and areas of improvement to support talent development.</li><li>
Excellent analytical and problem-solving skills in a complex and demanding environment</li><li>
Project management or business experience</li></ul> 

Additional Information 
Applicable only to applicants applying to a position in any location with pay disclosure requirements under state or local law:
<ul><li>The compensation range described below is the range of possible base pay compensation that the Company believes in good faith it will pay for this role at the time of this posting based on the job grade for this position. Individual compensation paid within this range will depend on many factors including geographic location, and we may ultimately pay more or less than the posted range. This range may be modified in the future.
</li><li>We offer a comprehensive package of benefits including paid time off (vacation, holidays, sick), medical/dental/vision insurance and 401(k) to eligible employees.
</li><li>This job is eligible to participate in our long-term incentive programs.
</li></ul>Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, incentive, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole and absolute discretion unless and until paid and may be modified at the Company&rsquo;s sole and absolute discretion, consistent with applicable law.
<div></div>AbbVie is an equal opportunity employer and is committed to operating with integrity, driving innovation, transforming lives and serving our community. Equal Opportunity Employer/Veterans/Disabled.
US &amp; Puerto Rico only - to learn more, visit https://www.abbvie.com/join-us/equal-employment-opportunity-employer.html
US &amp; Puerto Rico applicants seeking a reasonable accommodation, click here to learn more:
https://www.abbvie.com/join-us/reasonable-accommodations.html</div>

Manager, Business HR- Procurement

Pitney Bowes

<div>At Pitney Bowes, we do the right thing, the right way. As a member of our team, you can too. 
 
We have amazing people who are the driving force, the inspiration and foundation of our company. Our thriving culture can be broken down into four components: Client. Team. Win. Innovate.
<div>We actively look for prospects who:
 
<ul><li>Are passionate about client success.
</li><li>Enjoy collaborating with others.
</li><li>Strive to exceed expectations.
</li><li>Move boldly in the quest for superior and best in market solutions.
</li></ul></div>Job Description:
You Are
A detail‑oriented and execution‑focused Talent &amp; Leadership Development Specialist who supports leadership capability building, enterprise talent processes, and organizational skill insights. You assist in delivering leadership development programs, coordinating talent and succession processes, supporting employee listening efforts, and maintaining data that informs workforce readiness. You collaborate closely with HRBPs, leaders, and cross‑functional partners to ensure talent initiatives run smoothly and align with organizational priorities.
You Will
Leadership Development
<ul><li>Support the delivery of leadership development programs for frontline, mid‑level, and senior leader groups.
</li><li>Coordinate logistics for workshops and leadership sessions (virtual and in‑person).
</li><li>Assist in building manager capability through tools, resources, and learning materials.
</li><li>Maintain and update leadership frameworks and supporting documentation.
</li></ul>Talent Strategy &amp; Succession
<ul><li>Support enterprise talent review and succession planning processes.
</li><li>Assist in preparing materials, templates, and data for performance, potential, and readiness assessments.
</li><li>Help coordinate high‑potential and emerging‑leader program activities.
</li><li>Track and maintain accurate documentation on succession coverage and bench strength.
</li><li>Prepare reports and dashboards to support talent processes.
</li></ul>Skill &amp; Capability Review
<ul><li>Support the administration of organization‑wide skill and capability assessments.
</li><li>Partner with HRBPs and business leaders to gather data on capability gaps and future skill needs.
</li><li>Assist in translating workforce insights into development recommendations.
</li><li>Provide data support for workforce planning activities.
</li></ul>Listening Strategy &amp; Organizational Insights
<ul><li>Support execution of employee listening activities, including engagement surveys, pulse surveys, and focus groups.
</li><li>Help compile and prepare survey results for leader review.
</li><li>Assist in tracking action plans and follow‑through.
</li><li>Maintain documentation that integrates listening insights into development and capability planning.
</li></ul>Learning &amp; Program Management
<ul><li>Conduct basic needs assessments and support the design of scalable learning solutions.
</li><li>Coordinate with vendors and external partners as needed.
</li><li>Manage program logistics, scheduling, communications, and participant tracking.
</li><li>Support budgeting, evaluation, and reporting activities.
</li><li>Use learning and talent systems to support program delivery, tracking, and reporting.
</li></ul>You Bring
<ul><li>3&ndash;6 years of experience in Talent Management, Leadership Development, Organizational Development, or related HR disciplines.
</li><li>Experience supporting talent reviews, succession processes, or leadership development programs.
</li><li>Strong facilitation support skills and comfort engaging with leaders at multiple levels.
</li><li>Experience with engagement surveys or employee listening tools.
</li><li>Analytical mindset with the ability to interpret workforce data and prepare insights.
</li><li>Strong communication, organization, and project coordination skills.
</li></ul>Success Measures (First 12&ndash;18 Months)
<ul><li>Smooth coordination and execution of the enterprise talent review cycle.
</li><li>Accurate and timely reporting that supports a clear skill and capability heatmap for priority functions.
</li><li>Leadership development programs delivered effectively with strong participant experience.
</li><li>Employee listening activities executed with clear documentation and action‑tracking.
</li><li>Reliable data and process support contributing to improved succession coverage for critical roles.
</li></ul>Compensation:
The wage range for this position is $70,000-$90,000 / year, with the actual pay dependent on your skills and experience as they relate to the job requirements.
Location:
This is a hybrid role, with 4 days in the Shelton, CT office required. (No relocation assistance offered.)
Sponsorship:
Must be legally authorized to work in the US. Employer will not sponsor position for employment visa status now or in the future (ex. H-1B).
We will:
<ul><li>Provide the opportunity to grow and develop your career
</li><li>Offer an inclusive environment that encourages diverse perspectives and ideas
</li><li>Deliver challenging and unique opportunities to contribute to the success of a transforming organization
</li><li>Offer comprehensive benefits globally (PB Live Well )
</li></ul>Pitney Bowes is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard for race, color, sex, religion, national origin, age, disability (mental or physical), veteran status, sexual orientation, gender identity, or any other consideration made unlawful by applicable federal, state, or local laws.
All qualified applicants, including Veterans and Individuals with Disabilities, are encouraged to apply.
All interested individuals must apply online. Individuals with disabilities who cannot apply via our online application should refer to the alternate application options via our Individuals with Disabilities link.</div>

Talent & Leadership Development Specialist

athenahealth

<div>Join us as we work to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all.
Business Title: Talent &amp; Culture Senior Manager
Role Summary
Join athenahealth as a Talent &amp; Culture Senior Manager, a strategic role focused on the strategies and programs that enable us to attract, retain and develop exceptional talent across the organization. Reporting directly to the Talent &amp; Culture Executive Director, you will design and lead programs that strengthen our talent development, performance management and organizational transformation practices while positioning the organization for future growth.
Team Summary
As a vital member of the athenaPeople organization, this team prepares athenahealth for the future through data-informed talent strategies. We collaborate closely with other HR centers of excellence and business partners to design and implement initiatives that drive meaningful organizational impact. You&rsquo;ll join a collaborative team focused on developing talent while enhancing organizational effectiveness &ndash; fostering a culture of continuous growth, leadership development, and employee engagement that supports athenahealth&rsquo;s mission to improve healthcare outcomes.
Essential Job Responsibilities<ul><li>
Organizational Development &amp; Strategic Talent Planning<ul><li>
Design and implement organization-wide talent development strategies that build future-focused capabilities aligned with business goals.</li><li>
Lead performance management, leadership development and succession planning that enable organizational growth.</li></ul></li></ul><ul><li>
Talent Program Design &amp; Execution<ul><li>
Lead initiatives that enhance talent identification, retention and growth.</li><li>
Strengthen established talent programs while identifying opportunities for innovation and improvement.</li><li>
Design development solutions that address current skill gaps and anticipate future workforce needs.</li><li>
Integrate emerging technologies including AI tools into talent workflows to enhance efficiency, inform strategy and improve decision making.</li></ul></li></ul><ul><li>
Change Management &amp; Transformation<ul><li>
Partner with business leaders to influence and support organizational change through strategic planning, impact assessment, and stakeholder engagement.</li><li>
Develop change management plans and internal campaigns that drive adoption of talent practices.</li></ul></li></ul>
Additional Job Responsibilities<ul><li>
Support the integration of new HR technologies and tools to enhance talent management processes.</li><li>
Participate in special projects and initiatives that support broader HR and business objectives.</li><li>
Monitor industry trends and best practices to ensure athenahealth remains competitive in talent management and AI utilization.</li><li>
Support diversity, equity, and inclusion efforts through talent and culture initiatives.</li></ul>
Expected Education &amp; Experience<ul><li>
Bachelor&rsquo;s Degree or higher, or equivalent 10+ years of work experience in HR-related fields.</li><li>
Experience as an HR Business Partner, Generalist, or in Talent Management, Development, or Learning &amp; Development.</li><li>
Proven experience designing and implementing organization-wide development strategies and initiatives.</li><li>
Demonstrated success driving strategy around performance management, talent and leadership development, and succession planning.</li><li>
Strong strategic thinking with ability to move fluidly between program execution and future-focused planning.</li><li>
Experience in change management and influencing organizational transformations.</li><li>
Comfort leveraging technology and AI to enhance talent processes and inform strategic decisions</li><li>
Strong analytical skills with the ability to leverage data and AI insights to drive talent decisions.</li><li>
Excellent communication and interpersonal skills to effectively partner with leaders and teams across the organization.</li><li>
Demonstrated adaptability and comfort with ambiguity; able to pivot as organizational needs evolve.</li></ul> 
Expected Compensation
$87,000 - $147,000
The base salary range shown reflects the full range for this role from minimum to maximum. At athenahealth, base pay depends on multiple factors, including job-related experience, relevant knowledge and skills, how your qualifications compare to others in similar roles, and geographical market rates. Base pay is only one part of our competitive Total Rewards package - depending on role eligibility, we offer both short and long-term incentives by way of an annual discretionary bonus plan, variable compensation plan, and equity plans.<div><div><div><div><div><div><div><div><div> 
About athenahealth
Our vision: In an industry that becomes more complex by the day, we stand for simplicity. We offer IT solutions and expert services that eliminate the daily hurdles preventing healthcare providers from focusing entirely on their patients &mdash; powered by our vision to create a thriving ecosystem that delivers accessible, high-quality, and sustainable healthcare for all.
Our company culture: Our talented employees &mdash; or athenistas, as we call ourselves &mdash; spark the innovation and passion needed to accomplish our vision. We are a diverse group of dreamers and do-ers with unique knowledge, expertise, backgrounds, and perspectives. We unite as mission-driven problem-solvers with a deep desire to achieve our vision and make our time here count. Our award-winning culture is built around shared values of inclusiveness, accountability, and support.
Our DEI commitment: Our vision of accessible, high-quality, and sustainable healthcare for all requires addressing the inequities that stand in the way. That's one reason we prioritize diversity, equity, and inclusion in every aspect of our business, from attracting and sustaining a diverse workforce to maintaining an inclusive environment for athenistas, our partners, customers and the communities where we work and serve.
What we can do for you:
Along with health and financial benefits, athenistas enjoy perks specific to each location, including commuter support, employee assistance programs, tuition assistance, employee resource groups, and collaborative workspaces &mdash; some offices even welcome dogs.
We also encourage a better work-life balance for athenistas with our flexibility. While we know in-office collaboration is critical to our vision, we recognize that not all work needs to be done within an office environment, full-time. With consistent communication and digital collaboration tools, athenahealth enables employees to find a balance that feels fulfilling and productive for each individual situation.
In addition to our traditional benefits and perks, we sponsor events throughout the year, including book clubs, external speakers, and hackathons. We provide athenistas with a company culture based on learning, the support of an engaged team, and an inclusive environment where all employees are valued.
Learn more about our culture and benefits here: athenahealth.com/careers
https://www.athenahealth.com/careers/equal-opportunity</div></div></div></div></div></div></div></div></div></div>

Senior Manager, Talent and Culture

NASA Jet Propulsion Laboratory

<div><h1 class="jobSectionHeader">Job Details</h1>
New ideas are all around us, but only a few will change the world. That&rsquo;s our focus at JPL. We ask the biggest questions, then search the universe for answers&mdash;literally. We build upon ideas that have guided generations, then share our discoveries to inspire generations to come. Your mission&mdash;your opportunity&mdash;is to seek out the answers that bring us one step closer. If you&rsquo;re driven to discover, create, and inspire something that lasts a lifetime and beyond, you&rsquo;re ready for JPL.
Located in Pasadena, California, JPL has a campus-like environment situated on 177 acres in the foothills of the San Gabriel Mountains and offers a work environment unlike any other: we inspire passion, foster innovation, build collaboration, and reward excellence.
Overview: as Talent Development Specialist (Level 2) reporting to the Manager of Talent Development, you will be responsible for delivering both organizational development and technical learning solutions. This role is designed for a professional who can consult on organizational needs while designing, developing, and implementing modern, user-centric learning experiences for a highly technical workforce. The Talent Development Specialist (Level 2) will partner with HR Business Partners, Business Managers, and line and project managers to implement Talent Development initiatives.
Responsibilities:
Organizational Consulting<ul><li>
Strategic Partner: Serve as a key consultant to assigned business partners, provide thought leadership to expand learning experiences and improve team performance.</li><li>
Change Management &amp; Performance: Partner with HR Business Partners (HRBPs) to facilitate learning experiences, programs, workshops and/or activities that align with business and team needs.</li><li>
Talent Development: Areas of responsibility can include mentoring, team effectiveness, team-building, leadership and professional development.</li></ul>
Learning Experience Design &amp; Delivery<ul><li>
End-to-End Development: Use a framework for instructional design (Analyze, Design, Develop, Implement, Evaluation: ADDIE) and design thinking methodologies to translate complex business problems into measurable learning solutions.</li><li>
Hybrid Innovation: Design and deliver asynchronous and synchronous content, including eLearning, videos, virtual instructor-led training, in-person instructor-led training, and simulations for a hybrid environment.</li><li>
Technical Curriculum: Lead the creation of innovative curricula for strategic technical roles and priorities.</li><li>
Continuous Improvement: Perform user evaluations to identify behavioral trends and incorporate feedback for the maintenance or retirement of learning products.</li></ul>
 Qualifications:
<ul><li>Bachelor&rsquo;s Degree: Organizational Development, Instructional Design, Adult Learning, or related field with a minimum of 3 years of experience.</li><li>
Master&rsquo;s Degree: Related field with a minimum of 1 year of experience.</li><li>
Specific Expertise: Minimum of 2 years in Instructional Design/Curriculum Development and 2 years in course/workshop facilitation.</li><li>
Communication: Effective communication skills with the ability to handle challenging situations/clients.</li><li>
Collaboration: Proven ability to work effectively with others to achieve shared goals combining interpersonal skills with a commitment to collective success.</li><li>
Facilitation: Excellent presentation skills; skilled in coaching, listening, and leading collaborative workshops.</li><li>
Influence: Proven ability to collaborate and build relationships across all levels of a technical organization.</li><li>
Authoring Tools / Platforms: Proficiency in Articulate Rise, Adobe Captivate, Camtasia, Degreed, Learning Management System proficiency, LinkedIn Learning, and Microsoft Teams.</li><li>
Design: Knowledge of Adult Learning Theory (e.g., ADDIE) and Cognitive Behaviors.</li><li>
Agility: The ability to flex to rapid shifts in work expectations.</li></ul>
Preferred Skills<ul><li>
Certification in Crucial Conversations, Extraordinary Leader 360, DiSC (or another Meyers-Briggs Type Inventory)</li></ul>
JPL has a catalog of benefits and perks that span from the traditional to the unique. This includes a variety of health, dental, vision, wellbeing, and retirement plans, paid time off, learning, rideshare, childcare, flexible schedule, parental leave and many more. Our focus is on work-life balance, and living healthy, fulfilling lives as we Dare Mighty Things Together. For benefits eligible positions, benefits are effective the first day of the month coincident with or immediately following the employee&rsquo;s start date.
For further benefits information click Benefits and Perks
The hiring range displayed below is specifically for those who will work in or reside in the location listed. In extending an offer, Jet Propulsion Laboratory considers factors including, but not limited to, the candidate&rsquo;s job related skills, experience, knowledge, and relevant education/training.
The typical full time equivalent annual hiring range for this job in Pasadena, California.
$87,568 - $108,992
JPL is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, citizenship, ancestry, age, marital status, physical or mental disability, medical condition, genetic information, pregnancy or perceived pregnancy, gender, gender identity, gender expression, sexual orientation, protected military or veteran status or any other characteristic or condition protected by Federal, state or local law.
In addition, JPL is a VEVRAA Federal Contractor.
EEO is the Law.
EEO is the Law Supplement
Pay Transparency Nondiscrimination Provision
The Jet Propulsion Laboratory is a federal facility. Due to rules imposed by NASA, JPL will not accept applications from citizens of designated countries or those born in a designated country unless they are U.S. Citizens, Legal Permanent Residents of the U.S or have other protected status under 8 U.S.C. 1324b(a)(3). The Designated Countries List is available here.</div>

Talent Development Specialist II

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