Senior Talent Development Manager

Summary The Senior Manager, Talent Development will serve as an expert in Talent Development (talent assessment, succession planning, and performance processes), Organizational Design & Ways of Working, and Leadership Development. Responsibilities TALENT DEVELOPMENT Owns Talent Strategy: Talent assessment, succession planning, and performance processes, including leadership calibration, readiness discussions, goal setting & cascading. Partnering with the PBPs and Leaders, identifies critical roles & Top Talent, increases visibility and accountability for upgrading & developing Talent. Translates talent insights into targeted development actions (stretch assignments, rotations, coaching) and talent-related decisions (lateral moves, promotions). Translate enterprise career frameworks into specific capability pathways and identifies readiness gaps for salaried employees. ORGANIZATIONAL DESIGN & WAYS OF WORKING Provides the deep expertise, tools, and resources to approach organizational changes in a deliberate, proactive way – review roles, processes, reporting lines. Advises on org design enhancements, decision-making effectiveness based on accountability within roles, and ways of working. LEADERSHIP DEVELOPMENT Owns the specific Leadership Development programs: Emerging Leader, Supervisor Training Series, including topic identification, content creation, and facilitation planning. Owns the overall design, standards, and governance of Supervisor Onboarding across all plants, ensuring consistency. Supports plant-level execution. Supports Enterprise Leadership Development programs via facilitation and 360 Coaching. Identifies soft skills that require upskilling. BUSINESS PARNTERSHIPS Partners with PBPS, leaders, Enterprise L&D, Supply Chain Technical Training, and Talent Management; contributes to executive synthesis and governance for priority initiatives. Requirements Experience & Background 10 years of experience in L&D, Talent Development, Leadership Development, or Organizational Design, preferably in Supply Chain, Operations, or Manufacturing exposure. Demonstrated experience partnering with business leaders to diagnose needs and translate them into solutions Experience designing and delivering capability programs for frontline leaders, supervisors, or managers. Skills & Capabilities Strong ability to translate enterprise frameworks into functional, practical application. Comfortable owning programs end-to-end, from design through delivery and improvement. Able to balance strategic intent with operational reality. Strong facilitation and influencing skills across levels. Experience working with external vendors without duplicating effort. Able to track progress, assess effectiveness, and adjust based on outcomes. Mindset & Attributes Business-oriented, who can challenge respectfully and support leaders in developing others Comfortable operating with autonomy in ambiguous environments and bringing clarity and accountability where structure is limited Curious, pragmatic, and grounded in how work actually happens on the floor. Strong judgment and prioritization skills. What Success Looks Like Top Talent investments result in visible growth and stronger succession benches. Supply Chain leaders experience development as relevant, timely, and impactful. Career frameworks are actively used to guide development and readiness. Leadership capability keeps pace with operational complexity and growth. Org structures support scale & growth About Us

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