Manager, Talent & Organizational Development

The Chemours•Wilmington, NC

2d•Onsite

About The Position

Chemours is seeking a Manager, Talent & Organizational Development to join its Human Resources team. Based in Wilmington, Delaware, this hands-on role reports directly to the Talent & Organization Development Director and turns talent strategies into well-executed programs across performance management, talent reviews, succession planning, leadership development, career growth, and organizational design. The manager partners with the Director of Talent, HR Business Partners (HRBPs), HR technology teams, business leaders, and Communications to own program delivery, create practical materials, use talent data to inform decisions, and support emerging talent capabilities as priorities evolve. The role manages annual program calendars, workplans, milestones, and deliverables; coordinates review and development processes; and ensures talent decisions lead to documented actions and follow-through. It also supports Chemours’ Leadership LAB, career and mobility programs, skills architecture, and organization design initiatives. The manager analyzes talent data, coordinates Workday requirements and testing, improves processes and measures results, and manages external providers within agreed authority. The position requires responsible handling of sensitive employee information.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Minimum 10 years of progressive talent management experience, with demonstrated ownership and hands-on delivery of enterprise talent programs in complex organizations.
Experience managing large-scale programs and change adoption in global, multi-site, matrixed organizations, including communications, training, and stakeholder engagement.
Demonstrated ability to independently create polished executive presentations, training decks, and practical program materials with clear storylines and effective visuals.
Demonstrated ability to clean and reconcile data, use Excel formulas and lookups, build PivotTables and charts, and translate analysis into clear insights and recommendations.
Experience with HR systems, reporting, business requirements, and user acceptance testing.
Strong writing, communication, and facilitation skills, including the ability to simplify complex information, engage senior leaders, and build effective partnerships with HRBPs and cross-functional teams.
Strong project management, attention to detail, and follow-through, including the ability to manage concurrent priorities, ensure execution through others, and responsibly handle confidential employee information.
Ability to perform all listed duties with or without accommodation.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Hands-on Workday experience, including talent processes, reporting, configuration coordination, and testing.
Experience improving recurring HR workflows through automation, advanced Excel capabilities, or appropriate use of AI-enabled tools.
Experience supporting succession planning, career pathing and mobility, leadership development, or onboarding initiatives.
Consulting experience or experience supporting organizational design and development.

Responsibilities

Translate approved talent program designs into annual calendars, workplans, milestones, and deliverables.
Manage performance management, goal setting, feedback, ratings, calibration, and talent review cycles that inform development plans, succession planning, and workforce planning.
Partner with HRBPs and business leaders to turn talent review decisions into documented actions, owners, and timelines; maintain succession information and track development actions and successor readiness.
Summarize succession progress and escalate stalled actions or unresolved gaps to the Director.
Prepare HRBPs and leaders, clarify responsibilities, facilitate training, coordinate calibration and talent reviews, track completion and follow-up actions, resolve issues, and escalate risks or decisions.
Conduct organization design activities, including gathering and analyzing information, documenting current- and future-state structures, coordinating stakeholder input, facilitating workshops, and preparing recommendations and implementation materials.
Coordinate design and execution of key elements of the Chemours Leadership LAB, including individual development planning, mentor matching and support, and development experiences for participants and managers.
Create talent communications and enablement materials, including executive presentations, training materials, facilitation guides, job aids, and templates; partner with Communications on launch messages, talking points, reminders, and FAQs.
Support career pathing and mobility, skills architecture, career hub, and organization design initiatives through project coordination, analysis, and implementation support.
Clean, reconcile, and combine Workday exports and other talent data; build repeatable Excel workbooks; identify trends and gaps; and communicate insights and recommendations in leadership-ready presentations.
Handle sensitive employee information in accordance with company privacy, access, and records requirements.
Document Workday business requirements and coordinate with HR technology teams on configuration details; develop test scenarios, conduct user acceptance testing, track issues, and confirm launch readiness.
Establish and track program measures, gather stakeholder feedback, improve effectiveness, adoption, and employee experience, and maintain process guides, templates, calendars, and lessons learned.
Partner with the Director and technology teams to reduce manual work through automation and appropriate AI-enabled solutions.
Lead or support sourcing and selection of talent providers and manage deliverables, timelines, service quality, and spending within agreed authority.