IT Talent Development Program Manager

TQL•Cincinnati, OH

4d•Onsite

About The Position

The IT Talent Development Program Manager leads the design, implementation, and continuous improvement of talent development programs that build IT workforce capabilities. The role owns an assigned portfolio of strategic initiatives involving skills assessment, career architecture, onboarding, AI enablement, and leadership development. It partners with IT leadership, HR, and business stakeholders to turn organizational priorities into programs intended to improve skill coverage, retention, and internal mobility. Success is measured by reducing regrettable turnover, increasing internal fills for senior-level roles, improving proficiency and coverage in critical skills, and increasing AI adoption. The manager oversees programs from scoping and planning through stakeholder alignment, milestone tracking, and delivery; develops reusable frameworks, playbooks, and governance; coordinates workstreams and dependencies; and addresses blockers. The role uses generative AI, agentic workflows, analytics, and skills intelligence tools to accelerate delivery, identify workforce trends and risks, and develop AI-enabled learning experiences. It also evaluates emerging tools and applies human judgment and responsible AI practices. Depending on portfolio assignment, the role may lead structured skills assessment and coverage programs; contribute to job architecture, role-based skill expectations, leveling, and career pathways; translate skills insights into development plans and learning recommendations; and source and oversee training vendors and learning platforms. The manager builds relationships with IT leaders, OCM, L&D, and HR partners, communicates program value, develops enablement and change materials, and facilitates workshops and calibration panels. The role defines and reports program impact measures, refines programs based on evidence and feedback, and manages the IT training budget where applicable. The position is based at 4289 Ivy Pointe Blvd., Cincinnati, Ohio 45245. Employment visa sponsorship is unavailable.

Requirements

Bachelor’s degree in human resources, instructional design, education, information technology, or a related field.
Five or more years of experience in a combination of learning and development, talent management, program management, or a related field such as product management, instructional design, organizational development, or technology.
Demonstrated experience managing complex, multi-stakeholder programs from initiation through delivery.
Proven ability to use AI tools, including generative AI, agentic assistants, and analytics platforms, to accelerate work and improve outcomes; comfort experimenting with emerging tools.
Strong program management skills and ability to manage concurrent workstreams and priorities.
Excellent communication, presentation, and facilitation skills, with the ability to influence without authority across organizational levels.
Strong analytical and critical-thinking skills, including the ability to translate data into actionable program decisions.
Ability to build trust and sustained relationships with senior leaders, managers, HR partners, and employees.
Ability to apply change management principles, anticipate adoption barriers, build stakeholder readiness, and sustain behavior change.
Demonstrated commitment to continuous learning and employee growth.
Ability to exercise sound judgment in ambiguous situations and maintain quality when using AI-generated content.

Nice To Haves

Experience working in or closely with IT organizations.
Experience with learning management systems (LMS), skills intelligence platforms, or HR technology.
Experience with budget management and financial planning.

Responsibilities

Lead end-to-end management of an assigned portfolio of IT talent development initiatives, including scoping, planning, stakeholder alignment, milestone tracking, and delivery.
Design and implement programs addressing skill gaps, career development, onboarding effectiveness, and leadership readiness across IT.
Develop repeatable program frameworks, playbooks, and governance models for consistent, scalable execution.
Coordinate cross-functional workstreams, manage dependencies, and resolve blockers.
Use generative AI, agentic workflows, and other AI tools to accelerate program delivery, analyze data, synthesize stakeholder input, draft content, create templates, and automate routine coordination.
Apply AI-powered analytics and skills intelligence platforms to identify workforce trends and skill coverage risks and inform program priorities.
Design and deploy AI-enabled learning experiences, including adaptive content, AI-assisted coaching, and intelligent onboarding automation.
Evaluate and pilot emerging tools that may improve learning and development or HR outcomes and efficiency; validate AI outputs and apply human judgment.
Lead structured skills assessment and coverage programs, including manager enablement, cycle coordination, and governance to keep data current and actionable.
Drive or contribute to job architecture and career mobility initiatives, defining role-based skill expectations, leveling frameworks, and career pathways with HR and department leaders.
Translate skills data and coverage insights into development plans, learning recommendations, and cross-training priorities with managers and team leaders.
Source and manage training vendors and learning platforms, and oversee content quality and delivery effectiveness.
Build relationships with IT leaders, the OCM team, L&D, and HR partners, including HR Business Partners, Compensation, and HRIS.
Communicate program value propositions and secure stakeholder buy-in across organizational levels.
Partner with OCM to develop and deliver manager and employee enablement toolkits, communications, and change materials; own program-specific content and messaging and coordinate timing, sequencing, and organizational impact.
Facilitate workshops, working sessions, and calibration panels as needed.
Define and track program impact metrics, including skill-development indicators and workforce outcomes such as retention, mobility, and organizational readiness.
Prepare program performance reports and share data-driven insights with stakeholders.
Evaluate and improve programs based on feedback, performance data, and changing organizational needs.
Manage the IT training budget where applicable, including leveraging external funding sources.