Manager, Organizational Talent Development

MLGW•Memphis, TN

About The Position

The Manager, Organizational & Talent Development leads the development and execution of talent strategies that build workforce capabilities for the organization’s current and future business needs. The role integrates talent acquisition, workforce planning, learning and development, and leadership development to strengthen organizational effectiveness and address emerging talent needs. It supports organizational readiness for evolving industry and business needs by aligning talent and organizational development strategies with changing priorities and future workforce requirements. The role leads workforce planning and talent strategies, identifies critical skill gaps, and develops approaches to attract, develop, and retain talent in emerging areas. It oversees learning and talent development programs, integrates talent development with performance, succession, and career planning, and leads leadership development and organizational effectiveness initiatives. The Manager also oversees job-related assessments and selection tools, builds strategic workforce partnerships, and uses workforce insights and organizational metrics to evaluate initiatives and guide improvement. Work is primarily performed in a professional office environment, with frequent interaction with employees, leaders, executives, and external partners. Occasional travel to utility facilities, training sites, colleges and universities, community events, and other business-related locations is required. Visits to operational or field locations may require appropriate personal protective equipment and adherence to established safety procedures. The role may require flexible hours, including occasional early mornings, evenings, or weekends.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, or a related degree.
Six years of progressive professional experience in Talent Development, Organizational Development, Workforce Planning, or HR strategy.
Two years of supervisory experience.
Experience in talent strategy, leadership development, organizational development, and change management.
Demonstrated ability to align talent initiatives with business and operational priorities and collaborate across functions.
Experience using data and workforce insights to support decision-making and measure organizational effectiveness.
Strong communication, relationship-building, and stakeholder engagement skills.
Valid driver's license from the state of residence.
Must successfully complete NIMS Training within one year of entering the job.

Nice To Haves

Master's degree.
Experience in utilities, energy, infrastructure, or other regulated or technical industries.
Experience with employee selection assessments or assessment development.

Responsibilities

Lead workforce planning and talent strategies aligned with organizational priorities, industry trends, and future workforce needs.
Identify critical skill gaps and develop strategies to attract, develop, and retain talent in emerging areas.
Develop and oversee learning and talent development programs that strengthen technical, operational, and leadership capabilities and support workforce growth, upskilling, and career development.
Integrate talent development, performance, succession, and career planning to strengthen talent pipelines and prepare employees for current and future organizational needs.
Lead leadership development and organizational effectiveness initiatives that strengthen leadership capability, employee engagement, collaboration, change readiness, and organizational performance.
Oversee job-related assessments and selection tools to support effective and equitable hiring decisions.
Partner with Talent Acquisition and stakeholders to ensure assessments align with job requirements, organizational competencies, and applicable guidelines.
Build strategic workforce partnerships with universities, technical schools, industry organizations, and workforce development partners.
Use workforce insights and organizational metrics to evaluate talent initiatives, identify improvement opportunities, and align strategies with business needs.
Perform other duties as directed.