The Manager, Talent Management & Development, is a key member of the Talent Center of Excellence, responsible for designing, delivering, and optimizing enterprise talent strategies that strengthen leadership capability and internal talent pipelines. This role integrates talent management, employee and leadership development, coaching, mentorship programming, and change management to enhance organizational capability and readiness. This position will play a key role in driving end-to-end processes across performance management, succession planning, learning, and employee development.

The ideal candidate is a strong facilitator, experienced practitioner, and strategic thought partner who can drive enterprise practice excellence while also rolling up their sleeves to deliver high‑impact development solutions.

The successful candidate will be responsible for

1. Analyzing organization's culture, structure, and processes as well as developing and implementing initiatives to promote organizational development and effectiveness.
2. Execute Talent Management Strategy for the region, leading annual and cyclical talent processes including performance reviews, goal setting, succession planning, and talent reviews.
3. Design and implement employee development and leadership development programs for the region
4. Implementing Mentorship program for the region
5. Provide effective coaching to managers and leaders in the organization to enhance performance, develop leadership skills, and achieve professional goals.
6. Facilitating change management initiatives and ensure adoption.

Essential Functions of this Position

Talent Development

• Design and deliver employee development and leadership development programs aligned to enterprise capability needs.
• Manage end-to-end program execution: curriculum design, vendor oversight, facilitation, evaluation, and continuous improvement.
• Develop scalable learning pathways that support growth across early‑career, mid‑career, and leadership levels.
• Integrate adult learning principles, instructional design best practices, case-based learning, experiential learning, and assessment tools.
• Build leader capabilities in coaching, performance conversations, and talent development practices.
• Facilitate high‑impact leadership workshops and development sessions.
• Curate internal and external content, including partnerships with global providers, universities, and leadership institutes.
• Analyze and assess the organization's current state and identifying areas to enhance organizational performance in collaboration with global talent and skill development team and HRBP and Executive Leadership team.
• Assess, recommend, create, and implement leadership development processes, tools, resources, and solutions and/or organization development interventions based on strategic or tactical business plans.
• Deliver leadership development courses and workshops in alignment with organization’s goal.
• Utilize expert facilitation skills in conducting leadership and professional development programs for mid to senior level leaders across the organization.
• Maintain knowledge of industry trends in leadership development
• Developing and implementing metrics to analyze the impact of talent management initiatives.

Talent Management

• Manage the Performance Management process for the region.
• Design, build, and continuously improve the enterprise Talent Management Framework.
• Lead and facilitate Talent Reviews with HRBPs and business leaders to identify high-potential talent and assess bench strength.
• Drive a disciplined succession planning process for critical roles, including risk assessment, readiness evaluation, and development action planning.
• Build strong internal talent pipelines and increase internal fill and time‑to‑ready outcomes.
• Serve as the functional owner of SAP SuccessFactors Performance & Succession, ensuring system alignment, process optimization, and user adoption.
• Generate and analyze talent reports for leadership, including performance distribution, bench strength, and readiness pipelines.

Coaching

• Provide individual and group developmental coaching to employees and leaders, leveraging ICF‑aligned coaching models.
• Conduct coaching intake sessions, goal-setting, feedback assessments, and progress tracking.
• Use a variety of coaching tools, methodologies, and assessments to tailor development plans.
• Support the internal coaching strategy and coach referral process, where applicable.
• Partner with HRBPs and leaders to align coaching outcomes with organizational needs and talent review insights.
• Provide guidance and support to help managers and leaders navigate complex organizational dynamics and interpersonal relationships.

Regional Mentorship Program

• Lead the Regional Mentorship Program, including program design, cohort launch, mentor/mentee matching, and ongoing engagement.
• Develop program materials, playbooks, learning experiences, and communication campaigns.
• Train mentors and mentees on expectations, coaching behaviors, and development tools.
• Monitor program outcomes, feedback, completion, and long-term development impact.
• Scale program practices to other regions as needed.
• Collaborate with HRBP, business leaders, global mentorship program partners to establish a cohort of mentors and mentees.
• Provide ongoing education workshops to mentors at least once per quarter throughout the year.
• Program evaluation over the course of the live program and at the end of the program.

Change Management

• Lead change management efforts for Organizational initiatives and Talent COE initiatives, including new processes, tools, and development programs.
• Create change strategies that include stakeholder analysis, communications, leader engagement, training, and reinforcement.
• Coach HRBPs and leaders on change management principles to increase adoption and minimize resistance.
• Measure change impact and adjust strategies to ensure sustained behavior change.
• Developing and implementing change management plans and strategies to minimize disruption and ensure a smooth transition.
• Collaborating with leadership and stakeholders to communicate changes and build support.
• Fostering a culture of continuous improvement and employee engagement.

Position Qualifications

• Bachelors in Organizational Development, I/O Psychology or Master's degree in HRM, Organizational Development, or a related field
• Minimum 7 years of experience in a similar role.
• Proven track record of developing and implementing Organizational Development initiatives.
• Knowledge of SAP SuccessFactors Performance Management , Succession Management , Learning Management system
• Experience with talent management technology and tools
• Certification in organizational development or a related field Certified Professional in Learning and Performance – CPLP
• Certifications in Change Management like (CMP), (CCMP), or related
• Project management certifications like PMP, PRINCE2 or related
• Certification in any well-known leadership development program (Covey, CCL, Eagles Flight) or related
• Certification in Coaching from ICF at ACC, PCC, or MCC preferred.
• Up to 10% travel required

• Compensation and Incentive plans
• Medical, Dental, and Vision Insurance effective day 1
• Paid Time Off in addition to personal days and holidays
• Paid parental leave
• Wellbeing fund
• Flexible hybrid work arrangements
• 401(k) with company match
• Education Assistance Program
• Career development and advancement opportunities
• Support for Community Involvement