Lead Strategic Learning and Talent Development Partner

Fullsight•Warrendale, PA

6d•Hybrid

About The Position

The Lead Strategic Learning and Talent Development Partner drives the design, development, and execution of comprehensive talent development and learning strategies aligned with organizational vision and goals. The role partners across the enterprise to build unified approaches to workforce planning, skill development, succession planning, and talent management, strengthening the leadership pipeline, enhancing employee engagement, and enabling a skilled, motivated workforce. The position manages talent initiatives aligned with business priorities and long-term growth; supports workforce planning and competency strategies; and develops consistent talent processes in collaboration with HR leaders and HR Business Partners. It engages senior leadership in championing talent strategies, administers the Learning and Development budget, refines succession and performance management processes, and oversees learning programs that address skill gaps, compliance requirements, and professional growth. The role also measures initiative effectiveness using data and analytics and collaborates with internal teams and external partners to align talent acquisition, technology, and learning solutions with organizational needs. The role operates primarily in a professional office-based environment, with standard on-site office hours and hybrid working flexibility. The typical schedule is Monday through Friday during standard business hours. Travel is minimal, estimated at less than 25% of working time, and may include conferences, vendor meetings, or visits to other organizational locations.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field.
At least 7 years of progressive experience in talent management, Learning and Development, or a closely related HR discipline, including a track record of developing and implementing strategic talent initiatives.
Strong understanding of talent management best practices, adult learning principles, and emerging workforce development trends.
Project management and change management skills, including the ability to manage multiple initiatives simultaneously and deliver results on time.
Ability to influence, advise, and collaborate effectively with senior leadership and cross-functional teams.
Experience with HRIS and talent management systems, learning management systems (LMS), and HR analytics tools.
Excellent written and verbal communication skills.
Excellent presentation abilities and ability to explain complex information clearly to diverse audiences.

Nice To Haves

Professional certification such as SHRM-SCP, SHRM-CP, ATD CPTD, or a similar credential.
Experience designing and implementing competency frameworks and integrated talent management models across a multi-entity or matrixed organization.
Experience with Workday.

Responsibilities

Manage a holistic talent management strategy aligned with the organizational strategic plan and long-term business priorities.
Support strategic workforce planning by identifying future skill needs, analyzing workforce trends, and developing competency strategies.
Create cohesive talent management processes and tools in collaboration with HR functional leads and HR Business Partners.
Engage senior leadership in reviewing, approving, and championing talent management strategies and roadmaps.
Administer the Learning and Development budget, tracking vendor contracts, program costs, and return on investment.
Enhance succession planning to maintain a robust leadership pipeline, identify high-potential talent, and create targeted development pathways.
Develop performance management approaches that promote engagement and continuous feedback and connect individual contributions to organizational goals.
Design and oversee learning programs addressing skill gaps, compliance training, professional growth, and leadership development.
Evaluate and report on learning and talent initiatives using data, metrics, and analytics to measure impact and inform decisions.
Collaborate with Recruitment, HR Operations, HRIS teams, HR Business Partners, and external partners to align talent acquisition, use technology solutions, and develop learning solutions.