Manager Talent Development

Roles and responsibilities

1. Talent Development Strategy

• Support Talent Strategy: Collaborate with senior leadership to align talent development initiatives with the overall business objectives and corporate strategy.
• Design Development Programs: Assist in the creation and implementation of employee development programs, including leadership development, skill-building workshops, succession planning, and career development initiatives.
• Evaluate and Improve Programs: Monitor the effectiveness of talent development programs and make necessary improvements to ensure they meet the needs of employees and the organization.

2. Leadership Development

• Leadership Training: Design and deliver leadership training programs aimed at developing current and future leaders within the organization.
• Succession Planning: Support succession planning initiatives by identifying high-potential employees and ensuring they have the necessary development opportunities to prepare them for leadership roles.
• Executive Coaching: Provide coaching to senior leaders and managers to help them improve leadership skills, manage teams effectively, and drive business success.

3. Employee Learning and Growth

• Identify Training Needs: Conduct needs assessments across various departments to identify skill gaps and areas where development programs can add value.
• Create Learning Opportunities: Develop learning modules, workshops, and resources that support employee growth and skill enhancement.
• Promote Continuous Learning: Encourage a culture of continuous learning within the organization, promoting formal and informal learning opportunities.

4. Performance Management

• Performance Review Process: Collaborate with HR and department heads to ensure that performance review processes are effective and aligned with talent development goals.
• Feedback Mechanisms: Assist in creating feedback loops, ensuring that employees receive constructive feedback to guide their personal and professional growth.
• Employee Engagement: Implement initiatives aimed at increasing employee engagement through skill development, recognition programs, and career growth opportunities.

5. Collaboration with HR and Leadership

• Cross-Departmental Collaboration: Work closely with HR, hiring managers, and department heads to ensure talent development programs meet organizational needs.
• Employee Retention: Partner with HR to create programs that not only develop talent but also enhance employee satisfaction and retention.
• Talent Pipeline: Support the identification and development of a robust talent pipeline, focusing on internal talent growth and retention.

6. Learning and Development Technology

• Leverage Technology: Utilize learning management systems (LMS) and other technology platforms to track employee progress, manage training programs, and provide virtual learning opportunities.
• Digital Training: Incorporate e-learning and online resources into talent development initiatives to provide flexible learning options for employees.
• Data-Driven Insights: Use data analytics to assess the effectiveness of training and development programs and ensure they deliver measurable outcomes.

7. Diversity and Inclusion Initiatives

• Inclusive Development Programs: Ensure that talent development initiatives are inclusive and accessible to all employees, promoting diversity and inclusion within the organization.
• Address Bias: Help identify and address any biases within development programs to ensure equal opportunities for all employees.

8. Reporting and Administration

• Monitor Program Outcomes: Track the success of talent development initiatives and report outcomes to senior management, providing insights into areas for improvement or adjustment.
• Budget Management: Assist in managing the budget for talent development programs, ensuring cost-effectiveness while maintaining quality.
• Compliance: Ensure all talent development programs comply with organizational policies, industry standards, and relevant laws.

9. Talent Development Metrics

• Assess Effectiveness: Develop and implement metrics to assess the impact of talent development programs on business performance and employee growth.
• Feedback Collection: Gather feedback from participants to refine and improve future programs.

10. Employee Coaching and Support

• Provide Coaching: Offer coaching to employees at various levels to help them grow in their careers, identify strengths, and work on areas for improvement.
• Career Pathing: Help employees understand and plan their career progression within the organization, aligning their growth with organizational goals.

Desired candidate profile

1. Educational Qualifications

• Bachelor’s Degree: A degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field.
• Master’s Degree (Preferred): A Master’s in a relevant field such as Organizational Development, Human Resources Management, or Leadership Development is preferred.
• Certifications: Relevant certifications in leadership, coaching, learning & development (e.g., CPLP, SHRM-CP, SHRM-SCP, or similar certifications) can be advantageous.

2. Professional Experience

• Experience in Talent Development: At least 5-8 years of progressive experience in talent development, learning & development, or human resources, with at least 2-3 years in a leadership or management role.
• Leadership Experience: Experience managing a team or leading projects related to talent development, training, or employee engagement.
• Strategic Talent Management: Proven ability to develop and execute talent management strategies aligned with organizational objectives, including leadership development, succession planning, and employee retention strategies.
• Coaching and Mentorship: Hands-on experience providing coaching and mentorship to employees at all levels, particularly those in leadership roles.
• Cross-Department Collaboration: Experience working closely with HR, senior leadership, and other departments to design and implement effective talent development strategies.

3. Key Skills and Competencies

• Leadership & Team Management: Strong leadership skills to manage and motivate teams, ensuring talent development programs are delivered effectively and are aligned with organizational goals.
• Strategic Thinking: Ability to think strategically and develop long-term plans for talent development that align with business needs and objectives.
• Communication Skills: Excellent verbal and written communication skills to articulate ideas clearly, lead training sessions, and engage with senior leaders, managers, and employees.
• Coaching & Mentoring: Strong coaching abilities to guide employees in their personal and professional development. Ability to give constructive feedback and inspire growth.
• Change Management: Capable of leading organizational change related to talent management practices, adapting to evolving needs, and ensuring smooth transitions in processes.
• Problem-Solving & Analytical Skills: Strong problem-solving and analytical capabilities to identify skills gaps, develop solutions, and measure the effectiveness of training initiatives.
• Conflict Resolution: Skilled in resolving conflicts and addressing challenges that arise during the development process or within teams.

4. Technical Proficiency

• Learning Management Systems (LMS): Proficiency with LMS and other digital tools used to manage, track, and analyze employee training and development.
• HR Software: Familiarity with HRIS systems and other HR software tools for managing employee records, performance reviews, and talent development metrics.
• Data Analytics: Experience with data analysis and reporting to measure the success of talent development programs, identify trends, and provide data-driven insights for improvement.
• Microsoft Office Suite: Advanced proficiency in Microsoft Office tools, especially PowerPoint (for presentations), Excel (for data tracking and analysis), and Word (for documentation and reports).