[Hiring] Manager, Talent Development @Marmon Holdings, Inc.

Role Description

As Manager, Talent Development, you will serve as the operational engine behind P&R’s talent development strategy. You will execute and continuously improve programs that strengthen leadership capability, employee growth, onboarding, mentorship, talent readiness, and development planning across the group. As an individual contributor, you will translate strategy into consistent execution through strong program management, stakeholder partnership, documentation, and measurement.

• Manage the annual talent development calendar across the P&R Group.
• Partner with HR and business leaders to assess needs related to leadership capability, manager effectiveness, employee development, and talent readiness, then translate findings into annual groupwide priorities.
• Partner with Continuous Improvement, Operations, and functional leaders to ensure talent development programs complement the technical, functional, and operational training owned by those teams.
• Coordinate leadership development programs, workshops, learning experiences, and Marmon-sponsored development offerings for employees at all levels.
• Coordinate facilitators, vendors, subject matter experts, enrollment, communications, schedules, materials, attendance, logistics, and follow-up activities.
• Deliver a consistent, high-quality participant experience across all programs.
• Support leadership development pathways for frontline leaders, managers, and experienced leaders.
• Maintain development resources, toolkits, facilitator guides, playbooks, and learning materials.
• Coordinate development activities aligned with Individual Growth Plans (IGPs).
• Support mentorship and coaching initiatives, along with reinforcement activities that encourage employees to apply learning in the workplace.
• Maintain and continuously improve a standardized salaried onboarding program.
• Partner with Human Resources, Talent Acquisition, hiring managers, and HRIS resources to support a consistent onboarding experience.
• Provide operational support for talent review, succession planning, and development planning processes.
• Maintain accurate development records, program documentation, playbooks, procedures, and standard work.

Qualifications

• Bachelor’s degree in Human Resources, Business, Organizational Development, Education, or a related field.
• Five to seven years of experience in talent development, learning and development, human resources, training coordination, or program management.
• Experience partnering with business leaders to assess talent development needs and translate findings into practical learning and development solutions.
• Demonstrated ability to manage multiple projects and priorities with strong organization, attention to detail, and follow-through.
• Strong written and verbal communication skills, with the ability to influence and collaborate across a decentralized organization.
• Proficiency with Microsoft Office and HR or learning technologies.
• Ability and willingness to travel approximately 25% to 35% to support business and program needs across the P&R Group.
• A customer-focused and process-oriented approach, with the discipline to maintain accurate records, coordinate complex logistics, and improve programs using feedback and data.

Requirements

• Experience in manufacturing and multi-site organizations.
• Experience coordinating leadership development programs.
• Familiarity with Workday, Alchemy, learning management systems, or similar platforms.
• Experience working with external vendors.
• Knowledge of talent management, succession planning, and employee development processes.

Benefits

• The opportunity to help shape scalable talent development capabilities as P&R’s business and talent needs evolve.
• Broad exposure to leadership development, onboarding, mentorship, talent planning, and program measurement across a diverse group of businesses.
• A highly collaborative role that partners with HR, Operations, Continuous Improvement, functional leaders, facilitators, and external vendors.
• The ability to build practical programs and tools that strengthen leadership capability and support employee growth.
• Competitive compensation.
• Medical, dental, prescription, and vision benefits.
• 401(k) with company matching.