Talent Management Lead

The Talent Management lead will establish and lead the Learning and Development (L&D) function for a 1,000+ employee seasonal agricultural organization. This individual contributor role is responsible for creating a comprehensive talent development framework, including competency models, gap assessments, development solutions, career paths, succession plans, and coaching programs. The position serves a diverse workforce comprising blue-collar employees (75 %), managers with diverse technical/empirical backgrounds, back-office support, and a sales team. The role requires close coordination with HR business partners and local management to deliver practical, business-aligned learning solutions.

You will..

Design and implement competency models for blue-collar, management, and sales populations, ensuring alignment with agricultural operations and seasonal business cycles. Conduct organizational capability assessments using methods appropriate for varying literacy levels, including observational assessments, practical demonstrations, and verbal evaluation techniques. Map current state versus future state requirements across all job families.

Create career path frameworks and succession planning processes that identify critical roles, define progression requirements, and establish talent pools.

Establish governance structure for L&D initiatives, including steering committees, feedback mechanisms, and decision-making protocols that engage stakeholders across all organizational levels.

Partner with operations management and VP organizational development to diagnose and address hourly employee performance gaps. Design targeted interventions using appropriate behavioral modification techniques, including positive reinforcement systems, visual performance feedback, and peer recognition programs.

Develop and implement management and administration techniques enabling supervisors to manage hourly workforce performance effectively. Train managers in behavior-based performance management approaches that drive measurable improvements in support of our process improvement initiatives.

Establish performance improvement processes combining behavioral interventions with skill development, environmental modifications, and system improvements. Support managers in implementing consistent performance management practices across shifts, crews, and locations.

Develop and implement foundational skills programs for blue-collar employees, focusing on safety protocols, equipment operation, quality and productivity standards, agricultural best practices, and workplace competencies. Design programs using visual aids, hands-on practice, peer training, and already developed written materials

Create Spanish-language training materials and bilingual delivery methods, ensuring full accessibility. Develop picture-based job aids, video demonstrations, and audio instructions to accommodate varying literacy levels

Establish on-the-job training protocols, buddy systems, and mentorship programs that leverage experienced workers' knowledge while introducing structured knowledge transfer processes. Design seasonal onboarding programs that can efficiently train temporary workers.

Implement basic literacy and numeracy support programs where needed to enable workforce development and career progression opportunities.

Design leadership development curriculum for circa 100 managers, bridging field expertise and people management capabilities. Focus on practical applications, including crew management, performance conversations, safety leadership, and operational decision-making.

Develop coaching and feedback skills programs that enable managers to develop their teams effectively, despite educational barriers. Include modules on cross-cultural communication, multi-generational workforce management, and leading seasonal workers.

Facilitate action learning projects where management teams solve real business challenges while developing strategic thinking and collaboration skills.

Support the implementation of the Design sales capability framework and training curriculum for a 75-person sales team. Implement a sales onboarding program to ensure consistent preparation of new sales team members. Create performance support tools, including quick reference guides, mobile-accessible product information, and competitive intelligence resources.

Develop a comprehensive succession planning framework that identifies critical roles across operations, management, and sales. Develop assessment criteria recognizing both formal qualifications and demonstrated practical expertise.

Own the talent review processes that enable the identification of high-potential employees, regardless of their educational background. Design accelerated development programs for successors, including stretch assignments, job rotations, and mentoring.

You..

Working Conditions

Reports to: VP HR

Direct Reports: None

Key Internal Partners: HR Business Partners, VP of Organizational development, Operations Management, Safety Team, Sales Leadership

You will…