Manager, Talent & Organizational Development

The Chemours Company•Wilmington, DE

4d•$126,067 - $196,980•Onsite

About The Position

Chemours is seeking a Manager, Talent & Organizational Development to join its Human Resources team in Wilmington, Delaware. The position reports directly to the Talent & Organization Development Director. The role turns talent strategies into well-executed programs across performance management, talent reviews, succession planning, leadership development, career growth, and organizational design. It partners with the Director of Talent, HR Business Partners, business leaders, and HR technology teams to deliver programs, prepare practical materials, use talent data to inform decisions, and support emerging talent capabilities as priorities evolve. The manager owns program delivery, including annual calendars, workplans, milestones, performance-management and talent-review cycles, and succession-planning follow-through. The role also executes organization-design work, coordinates elements of the Chemours Leadership LAB, develops talent communications and enablement materials, supports career and development programs, analyzes talent data, and coordinates Workday requirements and testing. It improves processes and program measurement, supports automation and appropriate AI-enabled solutions, and manages or supports external talent providers within agreed authority. The position requires progressive talent-management experience and hands-on enterprise program delivery, along with strong project management, communication, facilitation, presentation, data-analysis, and HR-systems skills. The stated annual pay range is $126,067 to $196,980, with a 14% annual bonus target. Immigration sponsorship is not currently available.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field.
Minimum 10 years of progressive talent-management experience, including 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.
Ability to independently create polished executive presentations, training decks, and practical program materials with clear storylines and effective visuals.
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; ability to manage concurrent priorities, ensure execution through others, and responsibly handle confidential employee information.

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.
Partner with HRBPs and business leaders to document and maintain succession plans, assign actions and timelines, review progress, track development actions and successor readiness, and escalate stalled actions or unresolved gaps.
Prepare HRBPs and leaders, clarify responsibilities, facilitate training 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 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, templates, 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 present findings and recommendations while handling sensitive employee information responsibly.
Document business requirements and coordinate with HR technology teams on Workday configuration; develop test scenarios, conduct user acceptance testing, track issues, and confirm readiness before launch.
Establish and track program measures, gather stakeholder feedback, improve program effectiveness and adoption, maintain process guides and templates, and partner on reducing 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.