Talent Development Manager

Closing Date: May 4, 2026 at 4:00 PM

Salary: Depends On Experience (DOE)

POSITION SUMMARY

The Talent Development Manager is responsible for leading enterprise-wide talent strategies that enhance employee growth, strengthen leadership pipelines, and drive organizational performance. This role oversees performance management, succession planning, leadership development, and enterprise-wide HR development programs—including mentorship and career pathing. The Talent Development Manager partners closely with executive and department leadership to ensure a consistent and scalable approach to developing talent across all levels of the organization.

In this highly collaborative and strategic position, the Talent Development Manager will lead the design, implementation, and continuous improvement of learning and development initiatives that align with business priorities, promote internal mobility, and support a high-performance culture.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

Talent Strategy & Program Management

• Lead the design and execution of talent development strategies that align with organizational goals and support employee engagement, retention, and growth.

• Oversee and evolve enterprise-wide HR programs such as the mentorship program, internal career development initiatives, and leadership onboarding.

• Serve as a strategic thought partner to HR and operational leaders in building a culture of continuous development.

Performance Management & Coaching Culture

• Manage the enterprise performance management process, including goal-setting, mid-year checkpoints, year-end reviews, and calibration.

• Develop tools and training to support leaders in giving feedback, coaching, and conducting effective performance conversations.

• Leverage performance data to identify trends, gaps, and development priorities.

Succession Planning & Leadership Development

• Partner with HR Business Partners and department leaders to identify critical roles and successors, and build readiness pipelines.

• Implement frameworks for assessing talent potential and identifying future leaders.

• Support leadership development efforts including cohort-based learning, executive development plans, and high-potential programs.

Mentorship & Employee Development Programs

• Manage and scale the internal mentorship program, including mentor matching, curriculum, and progress tracking.

• Develop career pathing resources, workshops, and internal mobility strategies that empower employees to own their development journey.

• Track participation and impact metrics to demonstrate program value and inform improvements.

Team & Stakeholder Collaboration

• Lead a team of learning and development professionals and/or program coordinators; provide coaching, support, and project oversight.

• Collaborate cross-functionally with HR, DEI, and department leadership to ensure talent strategies are inclusive and aligned with enterprise values.

• Serve as an internal consultant and subject matter expert for talent-related topics.

Evaluation & Continuous Improvement

• Establish KPIs to evaluate the effectiveness of talent development programs.

• Use data to tell a story, influence stakeholders, and refine offerings.

• Stay current with industry trends, learning technology, and best practices in adult learning, leadership, and organizational development.

• Performs other special projects and duties as assigned.

SUPERVISORY RESPONSIBILITIES

Directly supervises multiple personnel. Carries out supervisory responsibilities in accordance with the organization’s policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.