Manager, Organizational Talent Development

Memphis Light, Gas and Water•Memphis, TN

About The Position

MLGW is the nation’s largest three-service municipal utility, serving more than 440,000 customers in Memphis and Shelby County with electricity, natural gas, and water. The Manager, Organizational & Talent Development leads the development and execution of talent strategies that build workforce capabilities for 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. The Manager aligns talent and organizational development strategies with changing business priorities and future workforce needs. This position leads workforce planning and talent strategies, identifies critical skill gaps, oversees learning and talent development programs, integrates succession and career planning, and leads leadership development and organizational effectiveness initiatives. The role also oversees job-related assessments and selection tools, develops workforce partnerships, and uses workforce insights and organizational metrics to evaluate initiatives and guide improvement. A bachelor’s degree in Human Resources, Organizational Development, Business, or a related field and six years of progressive professional experience in talent development, organizational development, workforce planning, or HR strategy, including two years of supervisory experience, are required. A valid driver’s license from the state of residence is also required. A master’s degree and experience in utilities, energy, infrastructure, or other regulated or technical industries are preferred. The employee must successfully complete NIMS Training within one year of entering the job. Work is primarily performed in a professional office environment, with frequent interaction with employees, leaders, executives, and external partners. Occasional travel to MLGW 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 compliance with safety procedures. Work hours may require flexibility, including occasional early mornings, evenings, or weekends to support programs and organizational needs. MLGW offers competitive benefits including PTO, a pension, and a 457B retirement plan. The organization values diversity, equity, and inclusion and supports employee career growth, training, and development. MLGW is an equal opportunity employer.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field.
Six years of progressive professional experience in Talent Development, Organizational Development, Workforce Planning, or HR strategy.
Two years of supervisory experience.
Valid driver’s license from the state of residence.
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.
Must successfully complete NIMS Training within one year of entering the job.
Ability to travel occasionally to MLGW facilities, training sites, colleges and universities, community events, and other business-related locations.
Ability to use appropriate personal protective equipment and follow established safety procedures during applicable operational or field visits.
Flexibility to work occasional early mornings, evenings, or weekends as needed.

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 to 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 development strategies with business needs.
Perform other duties as directed.