Talent and Organizational Development Program Manager

thyssenkrupp Materials NA•Southfield, MI

About The Position

The Learning & Talent (L&T) team is seeking a strategic and hands-on Talent and Organizational Development Manager to design, deliver, and manage high-impact talent practices—most notably succession planning and high-potential programming. In this role, you will ensure tkMNA has the leadership bench and pipeline needed to fuel growth, strengthen resilience, and prepare for the future. This is a unique opportunity to contribute to tkMNA’s talent strategy by managing core programs and collaborating with business partners to drive enterprise-wide impact and ensure our talent programs are effective, data-driven, and aligned with business needs.

Requirements

6+ years in Talent Management, Program Management or Management Consulting
Proven track record of designing and implementing enterprise talent programs (succession, HiPo, promotions, or equivalent)
Experience designing and coordinating in-person and/or virtual events, with strong attention to detail and ability to create engaging participant experiences
Strong project management and organizational skills, with ability to manage multiple priorities
Ability to structure ambiguous problems, analyze data, identify key insights, and recommend actions
Excellent facilitation, communication, and executive-influence skills
Experience leading change and driving adoption of new talent practices

Nice To Haves

Advanced degree in Industrial-Organizational Psychology, Organizational Development, HR, or a related field
Prior experience working with Workday to establish talent practices
Deep experience in organizational development, design, leadership development, and change management

Responsibilities

Own the end-to-end execution of succession planning and the annual high-potential program, leveraging HRIS platforms (e.g., Workday) to streamline processes and ensure data accuracy.
Plan and manage in-person and virtual events tied to the high-potential program (e.g., workshops, leadership sessions, networking forums), ensuring seamless logistics and a positive participant experience.
Apply change-management practices to drive buy-in and adoption of new talent initiatives or changes, ensuring leaders and employees are engaged and supported throughout.
Use talent data and analytics to measure program effectiveness, identify capability gaps, and make recommendations that strengthen tkMNA’s leadership bench.
Serve as a trusted advisor to HRBPs and leaders, translating business needs into scalable talent solutions and aligning with L&D to equip managers for success.
Deliver clear, engaging communications tailored to executives, managers, and employees, and ensure alignment on priorities across stakeholders.
Proactively identify and manage risks, bringing clarity and structure to program governance.
Monitor deliverables, address roadblocks, and escalate issues when needed.
Build and oversee the budget for the annual high-potential program, ensuring resources are allocated effectively and aligned with business priorities.