Talent Development Manager

About the Role:

Position Summary

The Talent Development Manager plays a strategic role in shaping the organization’s talent strategy by designing and implementing programs that drive performance, enable career growth, and ensure leadership continuity. This role partners closely with People Business Partners, senior leaders, and cross-functional teams to build scalable, inclusive, and future-focused talent solutions that align with business priorities.

The ideal candidate will be a forward-thinking strategist and hands-on executor, passionate about building a culture of continuous learning, knowledge sharing, and career mobility. This role will lead initiatives in talent planning, succession management, performance enablement, career development, and knowledge transfer, ensuring the organization is equipped to meet current and future capability needs.

Key Responsibilities

Talent & Succession Planning

Lead the planning of enterprise-wide talent planning processes, including talent reviews, succession planning, and leadership pipeline development and, in partnership with the HRBP community, implement those programs.

Partner with leaders and People Business Partners to identify critical roles, assess bench strength, and develop targeted strategies to mitigate talent risks.

Create tools and frameworks to support talent calibration, readiness assessments, and development planning.

Performance Management

Lead the performance management strategy and process, ensuring alignment with organizational goals and values.

Continuously improve performance practices to foster a culture of accountability, feedback, and growth.

Provide training and resources to managers and employees to support effective goal setting, coaching, and performance conversations.

Partner with the HRBP’s to ensure a successful program implementation promoting a culture of high performance, transparency and differentiating talent.

Career Development & Knowledge Transfer

Develop and implement career development frameworks, pathways, and tools that empower employees to navigate their careers.

Design programs that promote internal mobility, skill development, and cross-functional growth.

Establish knowledge transfer strategies to capture institutional knowledge and enable continuity across teams and roles.

Culture, Inclusion & Engagement

Ensure inclusive leadership and cultural awareness is embedded into all talent development initiatives.

Support employee engagement efforts through insights, action planning, and development interventions.

Learning & Capability Building

Identify talent and skill gaps through organizational assessments that will be conducted in partnership with HRBPs like talent reviews to inform and contribute to learning strategies.

Ensure learning solutions are inclusive and accessible.

Support the delivery learning programs that build employee capabilities across all levels.

Skills

Ability and initiative to understand business needs, analyze issues, and drive solutions.

Effective communicator to convey complex ideas and critical information to stakeholders.

Excellent interpersonal skills, and the ability to motivate and influence all employees across the organization.

Highly collaborative, self-starter able to work in a dynamic and fast-paced environment.

Ability to toggle between strategic and tactical work.

High degree of emotional intelligence and maturity.

Strong facilitation and coaching skills.

Strategic thinker with strong business acumen and ability to translate organizational needs into talent solutions.

Expertise in talent planning, succession management, and career development frameworks.

Comfortable navigating ambiguity and balancing strategic and tactical work.

Proficiency in data analysis and reporting tools.

Strong ability to interpret and analyze data/findings gathered to identify trends and commonalities.

Experience and Education

Undergraduate degree or postgraduate diploma in Human Resource Management, Organizational Development, or related field.

Minimum of 5 -7 years of experience in learning and development, talent development and project management.

Proven success in creating and facilitating talent management programs designed to meet the needs of employees at various levels.

Experience with project and program management including the ability to manage multiple projects simultaneously.

Experience with employee engagement surveys.

Experience working with Workday Talent.

DEI experience a plus.

Position Status:

New Role

This job posting reflects a current vacancy within the organization. The position is active, approved, and intended to be filled as part of our staffing needs.​ / Cette offre d’emploi reflète un poste actuellement vacant au sein de l’organisation. Le poste est actif, approuvé et destiné à être pourvu dans le cadre de nos besoins en dotation.

Hiring Range / Échelle salariale à l’embauche :

$87,628.00 / 87.628,00$ - $109,535.00 / 109.535,00$ (per year / par an) Final pay within this range will be determined based on experience, skills, internal equity, and the geographic location of the role. Additional non-discretionary compensation may apply where eligible. / La rémunération finale dans cette échelle sera déterminée en fonction de l’expérience, des compétences, de l’équité interne et de l’emplacement géographique du poste. Une rémunération non discrétionnaire supplémentaire peut s’appliquer lorsque le poste y est admissible.