Senior Manager - Talent Development CoE

Purpose of the role:

This is a Senior Manager role in the Talent Development Centre of Expertise (CoE) is a global role that is responsible for driving successful implementation of Talent Development(TD) initiatives across the organization in collaboration with HR Business Partners and other key stakeholders (Talent Management, Leadership, Corp Comm etc).

The TD process helps the organization in building current and future capabilities across People Managers and above in the organization. It also includes supporting be future-ready by building leadership pipeline with direction from the Talent Management Team (TM). A robust Performance management and TNI process enables identification of critical business and individual capabilities

This role will also be involved in leading organization behaviours and organization development projects.

Roles & Responsibilities:

Deliver leadership and behavioural training to junior and mid management supervisors

Devise programs to develop executive potential among employees in identified spans.

Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.

Keep up with developments in area of expertise by reading current journals, books, or magazine articles.

Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts. 

Evaluate training materials prepared by instructors, such as outlines, text, or handouts.

Evaluate training impact based on Kirk Patrick – 5 levels

Develop alternative training methods if expected improvements are not seen

Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials

Offer specific training programs to help employees maintain or improve job skills.

Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.

Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.

Analyze training needs to develop new training programs or modify and improve existing programs.

Select and assign instructors to conduct training

Deliver on organization projects as identified by leadership

Design and report out to management and key stakeholder’s status of projects, interventions etc.

Key Performance Indicators:

Timelines and internal customer feedback scores

Functional KPI’s

Compliance to processes, standards and timeline of all Performance Enhancement initiatives

Deployment of programs (existing and new initiatives)

Reporting Structure:

The role will report to a Sr Lead

Shared goals with HR Business Partners on implementation of initiatives

Work closely with the following stakeholders – Operation and Support team, HR Business Partners, Corporate Communications team (for internal communications and campaigns)

Success profile: