Senior Manager, Global Talent Management

USP•Rockville, MD

19h

About The Position

USP is seeking a Senior Manager, Talent Management to play a pivotal role in architecting and delivering the next generation of talent strategy. This leader will design and operationalize enterprise learning and organizational effectiveness strategies that elevate workforce capability, accelerate performance, and future-proof the organization. This is a strategic builder role focused on embedding learning into the fabric of work, advancing leadership capability, and aligning development with business and workforce strategy. The role contributes to USP's mission to advance scientific rigor and public health standards by increasing global access to high-quality medicines. The People and Culture division, in partnership with the Equity Office, invests in leadership and workforce development to equip all employees with the skills to create high-performing, inclusive teams, including training in equitable management practices and tools to promote engaged, collaborative, and results-driven work environments.

Requirements

Bachelor’s degree. Four (4) years of relevant experience will be considered in lieu of degree.
8+ years of experience in learning strategy, organizational effectiveness, or talent development roles
Minimum of 3 years of management experience in Talent Management or related discipline
Demonstrated expertise in Instructional Systems Design (ISD) with hands-on experience designing and implementing structured learning programs across a multigenerational workforce.
Proven ability to build enterprise-level learning strategies in complex, global organizations
Experience partnering with senior leaders to drive organizational capability and effectiveness
Strong understanding of talent lifecycle strategies, including workforce planning, leadership development, and succession
Exceptional communication, stakeholder management, and influencing skills

Nice To Haves

Master’s degree in Organizational Development, Human Resources, Instructional Design, or related field.
Proven ability to design and execute end-to-end talent lifecycle strategies.
Strong expertise in skills-based workforce planning and capability development.
Experience leading transformation in talent, learning, or HR operating models.
Data-driven mindset with ability to translate analytics into business insights.
Executive presence with strong influencing and stakeholder management skills.
Experience in global, matrixed, and mission-driven organizations.
Experience leading change and transformation initiatives is highly desirable

Responsibilities

Lead the development of a forward-thinking, enterprise-wide learning strategy aligned to organizational priorities and workforce planning.
Design scalable, high-impact learning programs that build critical capabilities across leadership, functional, and technical domains.
Apply Instructional Systems Design (ISD) methodologies (e.g., ADDIE, SAM) to ensure structured, measurable, and outcome-driven learning solutions.
Integrate modern learning approaches including digital, blended, and experiential learning models.
Partner with senior leaders to assess organizational capability gaps and design targeted interventions to drive effectiveness.
Develop frameworks and tools that enhance team performance, organizational health, and leadership effectiveness.
Support organizational design and change initiatives by embedding learning and capability strategies into transformation efforts.
Creates and maintains learning and development resources in the learning management system to ensure accurate offerings, catalogs and assignments to comply with ISO and training records SOP requirements and reporting.
Conducts and facilitates new hire orientations, organization-wide training sessions, workshops and teambuilding as required.
Build and evolve leadership development programs that strengthen leadership pipelines and readiness.
Align learning journeys to career pathways, succession plans, and talent development strategies.
Champion a culture of continuous learning, growth, and accountability across the enterprise.
Collaborate closely with Global Talent Acquisition to ensure alignment between hiring strategies and capability needs.
Contribute to a holistic talent lifecycle model that intentionally connects attraction, development, retention, and advancement.
Ensure learning strategies reinforce the organization’s Employer Value Proposition (EVP).
Establish metrics and evaluation frameworks to assess learning effectiveness, capability uplift, and business impact.
Leverage data and insights to continuously refine programs and demonstrate ROI on talent investments.
Support a multi-disciplinary global team across learning, talent development, and talent acquisition.
Build team capability in strategic consulting, program design, and delivery excellence.
Foster a collaborative, high-performance culture aligned to USP values.