The Talent Development Manager is responsible for leading integrated talent development initiatives that strengthen organizational capability, improve performance, and enable sustainable career growth. The role oversees learning and development, performance management, succession planning, and career planning, in close partnership with business and HR leadership.
Talent Development Strategy & Programs
- Develop and execute an integrated talent development strategy covering L&D, performance management, succession planning, and career planning.
- Align development initiatives with business strategy, workforce plans, and future capability requirements.
- Conduct capability and skills assessments to identify gaps and prioritize development interventions.
- Design and deliver learning programs including leadership development, technical training, and soft skills using blended learning approaches.
- Partner with internal subject matter experts and external providers to ensure high-quality, scalable programs.
Performance, Career & Succession Management
- Support the design and continuous improvement of performance management frameworks and cycles.
- Ensure strong linkage between performance goals, competencies, and individual development plans.
- Enable managers to use performance discussions as a tool for development and career progression.
- Design and implement structured career pathways and progression frameworks.
- Lead succession planning for critical roles, including identification and development of high-potential talent.
- Support coaching, mentoring, and targeted development plans to build successor readiness.
Systems, Insights & Stakeholder Engagement
- Oversee the LMS and related talent development tools, ensuring accurate tracking and reporting.
- Monitor learning, performance, and talent metrics and provide insights to senior leadership.
- Measure effectiveness of development initiatives and use data to drive continuous improvement.
- Partner closely with HR Business Partners and business leaders to address functional talent needs.
- Influence leaders to embed development, feedback, and career conversations into daily management practices.
