Learning and Talent Development Manager

FUCHS Group • Harvey, IL

21h

About The Position

The Learning & Talent Development Manager will design, build, and lead the company’s Learning, Leadership, Talent Development, and Succession Planning capability as a core pillar of a modern, strategic HR function. This role owns enterprise learning strategy, leadership development, career pathways, internal mobility, and succession planning, ensuring the organization builds sustainable bench strength and future ready capabilities as the business scales. This position is both strategic and highly hands on, responsible for creating scalable infrastructure, programs, and processes that accelerate onboarding, strengthen leadership readiness, reduce turnover, and enable long term business continuity across the U.S. and Canada.

Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Education, Psychology, or related field (Master’s preferred).
• 7–10 years of experience in Learning & Development, Talent Development, Organizational Development, and/or Succession Planning.
• Demonstrated experience building and leading learning, leadership, and succession programs.
• Strong facilitation, coaching, executive stakeholder management, and curriculum design skills.
• Experience with LMS administration, leadership assessments, and talent analytics strongly preferred.
• Relevant certifications (e.g., SHRM SCP, CPTD/CPLP, ICF) a plus.

Nice To Haves

• Master’s degree in Human Resources, Organizational Development, Education, Psychology, or related field.
• Experience with LMS administration, leadership assessments, and talent analytics strongly preferred.
• Relevant certifications (e.g., SHRM SCP, CPTD/CPLP, ICF) a plus.

Responsibilities

• Design and execute an integrated Learning and Talent Development strategy aligned to business growth, work-force capability needs, and succession priorities.
• Establish learning and development governance, standards, and enterprise frameworks supporting a multi site, global organization.
• Build structured learning pathways supporting onboarding, role readiness, leadership transitions, and future state skills.
• Position development as a competitive advantage driving retention, engagement, and internal mobility.
• Own and lead the organization’s succession planning strategy, ensuring readiness for key, critical, and leader-ship roles.
• Partner with senior leaders to assess succession risk, bench strength, and capability gaps.
• Facilitate talent reviews, succession calibration discussions, and readiness assessments.
• Design leadership development programs aligned directly to succession outcomes at multiple levels.
• Identify and accelerate high potential talent through targeted development plans and learning experiences.
• Design and continuously optimize standardized onboarding programs to reduce ramp time and increase early productivity.
• Build a strong manager capability foundation, including core manager training and leadership essentials.
• Support culture shaping, leadership consistency, and change readiness as the organization scales.
• Create clear career paths, development frameworks, and learning resources that enable internal mobility and succession readiness.
• Support performance management and development conversations by providing frameworks, tools, and manag-er training.
• Partner with Talent Acquisition to align hiring, development, and succession pipelines.
• Design and facilitate instructor led, blended, and digital learning programs.
• Develop core curriculum, leadership programs, job aids, and development toolkits.
• Leverage multiple learning modalities including ILT, e learning, coaching, mentoring, and experiential learning.
• Partner with SMEs and external vendors to deliver high impact programs.
• Own and administer the Learning Management System (LMS), ensuring scalability, adoption, and data integrity.
• Define and track learning, development, and succession metrics (e.g., ramp time, critical role readiness, devel-opment plan completion, promotion rates).
• Analyze talent and development data to inform workforce, leadership, and succession decisions.
• Continuously refine programs based on outcomes and organizational needs.
• Act as a trusted advisor to leaders on learning, leadership readiness, succession risk, and capability gaps.
• Partner closely with HR leadership, HRBPs, Talent Acquisition, and business leaders to proactively address tal-ent needs.
• Contribute to HR’s evolution from tactical delivery to a strategic, insight-driven business partner function.
• Manage day to day learning and talent development operations, including scheduling, communications, and vendor management.
• Prepare the function for future scale, including additional L&D and Talent Development resources.
• Build infrastructure and processes that support long term growth and organizational maturity.

Benefits

• Challenging and rewarding working environment
• Encouragement for professional development and growth
• Opportunity to work on projects that expand experience in the global marketplace
• Excellent compensation package
• Comprehensive suite of benefits

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 1,001-5,000 employees