Talent Development Manager

Copeland•St. Louis, MO

1d•$83,000 - $149,400•Hybrid

About The Position

The Talent Development Manager plays a critical role in designing and delivering development experiences that build capability, accelerate readiness, and support Copeland’s evolving talent needs. Reporting to the Director, Talent & Performance, this role is responsible for translating talent strategies into practical, innovative, and impactful development solutions. This role supports Enterprise Company Training, Early Career Program Development, including Internship, Apprenticeship, and the Accelerate Early Career Development Program, and also contributes to other Talent Development initiatives across Copeland. This position is ideal for a hands-on talent development professional who thrives at the intersection of strategy, execution, and innovation—bringing modern learning approaches, including AI-enabled solutions, to support a skills-based and future-ready workforce.

Requirements

5+ years of experience in Talent Development, Learning & Development, or a related HR discipline
Proven experience designing and implementing blended development programs in a complex or multi-region organization
Knowledge of emerging trends in talent development, future skills, and the future of work.
Strong facilitation, communication, and stakeholder management skills
Strong project management skills with the ability to manage multiple priorities and deliver high-quality outcomes
Analytical mindset with the ability to evaluate program effectiveness and apply insights for improvement

Nice To Haves

Experience supporting development for Commercial (Sales), Operations, Engineering, and other functional areas
Experience supporting Early Career, rotational, or emerging leader programs
Exposure to global or multi-regional talent development initiatives
Familiarity with AI-enabled learning tools, skills frameworks, or workforce analytics

Responsibilities

Design, develop, and deliver scalable talent development solutions that support enterprise and functional priorities.
Translate business needs into practical, high-impact learning experiences, including onboarding, learning journeys, cohort-based development, and capability-building programs.
Build and maintain structured learning journeys aligned to role requirements, program milestones, and enterprise capabilities.
Ensure content reflects modern learning practices and supports both technical and professional skill development.
Facilitate engaging learning experiences including workshops, learning labs, and cohort-based sessions.
Partner with internal leaders and external vendors to deliver high-quality, impactful programs.
Manage end-to-end program execution, including planning, logistics, communications, and participant experience.
Ensure programs run efficiently and deliver a consistent, high-quality experience.
Collect and analyze feedback, participation data, and outcomes to evaluate effectiveness.
Use insights to continuously improve programs and inform future development strategies.
Incorporate innovative and AI-enabled learning approaches to enhance scalability, personalization, and impact.
Identify emerging skill needs and support upskilling and reskilling initiatives aligned with business strategy.