Manager, Talent Management & Development

Caterpillar Inc.•Houston, TX

5d•$147,760 - $221,640•Onsite

About The Position

The Caterpillar Oil & Gas and Marine Division (COGMD) is seeking an experienced and visionary Talent Manager to lead the division’s Talent Management and Learning & Development strategy. This highly visible role is an opportunity to shape the future of our organization by partnering closely with senior business and HR leaders to strengthen organizational capability, build leadership pipelines, and retain the talent needed to achieve our long-term business ambitions. The Talent Manager serves as a trusted advisor to senior leaders and provides strategic leadership across succession planning, talent reviews and governance, leadership and executive development, performance and career growth, organizational effectiveness, and learning. By translating business priorities into innovative people solutions, the Talent Manager helps build a robust leadership pipeline, strengthen organizational capability, and create meaningful development opportunities for employees around the globe. Leading a team and collaborating with the Enterprise COEs, this role drives division talent initiatives that ensure our people, and our business, are positioned for long-term success.

Requirements

Knowledge of approaches, tools, techniques for recognizing, anticipating, and resolving organizational, operational or process problems; ability to apply knowledge of problem solving appropriately to diverse situations.
Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Knowledge of techniques, roles, and responsibilities in providing technical or business guidance to clients, both internal and external; ability to apply consulting knowledge appropriately.
Knowledge of tools, techniques, and methods of identifying training needs; ability to identify what people need to learn for successful personal and organizational performance.
Knowledge of training solution development procedures, tools, and techniques; ability to utilize the knowledge for developing a solution to stated training needs.

Responsibilities

Define and execute the COGMD talent strategy to build organizational capability, strengthen leadership pipelines, and support current and future business objectives.
Establish governance, rigor, and accountability across key talent processes, priorities, and initiatives.
Lead talent review, succession planning, and leadership pipeline processes across the division, ensuring robust talent assessments, development actions, and succession strategies for critical roles.
Partner with business and HR leaders to identify talent risks and opportunities and develop mitigation plans.
Partner with the SVP, division leadership team, and HR leaders to provide insights and recommendations on talent, organizational effectiveness, leadership capability, and workforce readiness.
Translate talent data and organizational trends into actionable business recommendations.
Develop and oversee leadership, career development, mentoring, onboarding, and employee growth strategies that strengthen employee engagement, performance, and long-term organizational capability.
Ensure alignment between enterprise programs and division-specific development needs.
Provide strategic direction for learning and development programs, leader summits, required learning, assessments, and development resources delivered across the division.
Evaluate program effectiveness and drive continuous improvement to maximize business impact.
Sponsor and lead cross-functional talent and organizational effectiveness initiatives, ensuring successful execution of strategic priorities and alignment with enterprise practices.
Manage external partnerships, assessments, and talent vendors as needed.
Lead and develop a team of talent professionals responsible for succession planning, leadership development, learning, career development, and talent operations.
Foster collaboration, continuous improvement, and a consultative partnership model across the HR organization.