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