The Talent Development (TD) Manager acts as a talent development liaison and advisor to the organization's leadership and facilitates the organization's initiatives related to talent across the organization. The TD Manager is responsible for the development and execution of a strategic talent development program for the Company. The TD manager plans, develops, implements, and administers talent development programs for all company employees.

 

Essential Functions: 

• Planning and providing talent development strategy, direction, advice and counsel to senior leaders, division heads, managers, and employees.

• Applies knowledge in organizational assessment to designing, developing, implementing, and evaluating change management programs and organizational problem solving.

• Develops and leads the talent development function. Provides thought leadership, develops the strategy, and executes programs that enable all employees to excel in achieving the organizational business strategies.

• Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.

• Partners with top management and employees to identify organizational and employee development needs and works collaboratively to develop strategies and programs designed to meet those needs.

• Leads the leadership development process, talent development and leadership performance management processes. Aligns leadership development, performance management and other initiatives with identified short, mid-and long-term business strategies.

• Identifies and addresses issues that affect the overall health of the organization, including culture, morale, effectiveness, turnover, absenteeism, and productivity.

 

Knowledge and Skill: 

• 8-10 years of experience in developing and implementing programs in talent/organizational development, strategic planning, culture change, employee and management training, leadership development, performance management, coaching, change management, process facilitation, organizational intervention or other areas aimed at strategically improving the performance of an organization and its employees.

• Bachelor’s Degree in Organization behavior, Industrial Psychology, Human Resources, or a related field from an accredited university or college is required.

• Certified in applicable programs such as Crucial Conversations, DDI, DiSC, etc (preferred).

• Thorough knowledge of the theories, methods and concepts used in developing and implementing organizational effectiveness and leadership development programs.

• Strong strategic thinking skills with highly developed business acumen related to the field of manufacturing.

• Skill in dealing effectively with both individuals and groups of individuals at all levels on a variety of work related issues.

• Ability to work equally effectively in team-based environments as well as on tasks, which require high levels of initiative, autonomy and independent thought and action.

 

Physical Requirements: 

This job requires a great amount of talking, typing, walking, driving, and computer work, communicating, seeing, hearing, and sitting.

 

Disclaimer:

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

 

AA/EOE