Senior Specialist, Talent Development

Analog Devices•Wilmington, MA

7d•$112,195 - $129,600•Hybrid

About The Position

Analog Devices, Inc. (NASDAQ: ADI) is a global semiconductor leader that bridges the physical and digital worlds to enable breakthroughs at the Intelligent Edge. ADI combines analog, digital, AI, and software technologies into solutions that combat climate change, reliably connect humans and the world, and help drive advancements in automation and robotics, mobility, healthcare, energy and data centers. With revenue of more than $11 billion in FY25, ADI ensures today's innovators stay Ahead of What's Possible. Learn more at www.analog.com and on LinkedIn and X.

Requirements

Master’s degree in Industrial/Organizational Psychology, Organizational Development, Human Resources, or a related field of study (willing to accept a foreign education equivalent) and two (2) years of experience in talent development, learning and development, employee engagement, or organizational effectiveness within a global high tech, semiconductor, or manufacturing business environment.
Alternatively, a Bachelor’s degree in Industrial/Organizational Psychology, Organizational Development, Human Resources, or a related field of study (willing to accept a foreign education equivalent) and five (5) years of experience in talent development, learning and development, employee engagement, or organizational effectiveness within a global high tech, semiconductor, or manufacturing business environment.
Demonstrated Expertise (“DE”) designing or managing enterprise-level engagement initiatives, leading employee-focused programming aligned to business strategy, working crossfunctionally with global and regional stakeholders, and using data/analytics to inform program decisions.
DE managing external vendors or platforms such as AI-based coaching solutions or ERG platforms for learning, coaching, or employee experience.
DE using analytics tools such as Power BI for assessing program effectiveness and informing strategy.
DE managing internal stakeholder relationships by developing and executing company-wide communications strategies, including drafting messaging and coordinating implementation across global regions or business units.
DE designing, launching, or improving organizational initiatives that measurably increased employee engagement, inclusion, or participation—such as ERG programs, onboarding redesigns, or company-wide cultural campaigns—with documented outcomes (e.g., participation rates, survey results, or feedback metrics).

Responsibilities

Lead the strategic transformation of Employee Resource Groups (ERGs) by designing and implementing governance frameworks, operating models, and engagement strategies aligned to global inclusion goals, resulting in measurable increases in participation and stronger alignment with corporate objectives.
Spearhead the deployment and adoption of enterprise-wide AI-powered coaching platforms, driving change management and scalable, personalized leadership development at multiple organizational levels, and managing external vendors or platforms as needed.
Design, manage, and analyze the annual company-wide employee engagement survey—including survey design, executive alignment, communication planning, dashboard analysis—and deliver strategic insights that inform people strategies across business units.
Leverage advanced analytics platforms (e.g., Power BI) to assess learning and development program effectiveness, identify behavioral trends, and provide actionable data to HR and business leaders for continuous improvement.
Lead core workstreams in global onboarding redesign, focusing on content relevance, inclusive experience design, and stakeholder feedback loops to drive faster time-to-productivity and increase new hire satisfaction scores.
Partner with mission-driven organizations and community stakeholders to cocreate initiatives that support a respectful, collaborative, and globally inclusive workplace culture, and oversee the execution of key inclusion campaigns and global cultural observances, managing content strategy, communications alignment, and stakeholder coordination to foster employee connection and engagement.
Manage high-stakes learning and development projects from scoping through delivery—including vendor evaluation, stakeholder collaboration, pilot launches, and performance tracking—to ensure alignment with evolving business needs, and serve as a strategic advisor to senior leadership on talent development, workforce capability building, and fostering an environment where all employees can thrive.