Sr. Manager Talent Development

Primary Purpose

This position drives the organization's talent growth and readiness strategies. This role includes overseeing talent reviews, succession planning, individual development plans, talent programs, mentoring initiatives, and talent assessments, including 360 feedback. Partnering closely with HR, Talent Acquisition, and business leaders, the Talent Development Leader ensures a robust pipeline of skilled individuals to meet both current and future business needs.

Major Duties & Responsibilities

1. Talent Development Programs - Design, execute and evaluate programs that target skill-building, career progression and internal talent acceleration for all levels of the organization. Drive initiatives to close skill gaps and support organizational agility. Create and implement initiatives focused on building a pipeline of effective and adaptive leaders. Talent Strategy Development - Lead and manage the talent review and succession planning processes for critical roles. Identify high-potential employees and map their development paths to prepare for future leadership opportunities. Individual Development Plans (IDPs) - Oversee the creation, implementation and tracking of customized IDPs to ensure continuous employee growth. Talent Assessments and Team Building - Own the design, implementation and administration of talent assessments to identify competencies, strengths and development areas. Facilitate 360 feedback assessments and leverage insights to enhance individual and team effectiveness. Facilitate team-building initiatives that strengthen collaboration, communication and trust within and across teams. Organize workshops and activities to improve team dynamics and effectiveness.
2. Mentoring and Coaching - Develop and manage mentoring programs to enhance knowledge-sharing and foster professional growth across all levels. Life-Long Learning Development - Promote a culture of continuous learning by designing and implementing programs that encourage employees to pursue ongoing education and skill development. Incorporate innovative learning strategies, tools, and technologies to support self-directed and experiential learning. 
3. Facilitation and Training - Deliver impactful workshops, training sessions and learning experiences to enhance organizational capabilities. Stakeholder Engagement - Partner with senior leadership, department heads and cross-functional teams to identify talent priorities and address development needs.
4. Performance Management Integration - Collaborate with Human Resources teams to embed talent development strategies into performance management processes.
5. Metrics and Reporting - Develop and monitor key performance indicators (KPIs) to assess the effectiveness of talent development initiatives. Present data-driven insights and recommendations to senior leadership.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration or a related field. Master’s degree preferred.
• 7 - 10 years’ relevant experience in talent development, organizational development or human resources.
• Minimum of 3 – 5 years in a leadership capacity with demonstrated success in implementing development initiatives and programs.
• Experience in the poultry industry or a comparable production/manufacturing environment is highly desirable.
• Preferred certifications include SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP) or Certified Professional in Talent Development (CPTD (formerly CPLP)).
• Strategic Thinking: Ability to design and execute strategies aligned with organizational goals.
• Leadership: Proven capability to inspire, influence, and lead cross-functional teams.
• Communication: Exceptional verbal and written communication skills to engage diverse audiences.
• Project Management: Skilled in managing multiple projects and initiatives effectively.
• Analytical Expertise: Competence in data analysis to inform decision-making and measure outcomes.
• Interpersonal Skills: Strong ability to build trust and collaborate across all organizational levels.
• Minimum 25% travel to support the organization should be expected.

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