Talent Development Manager

Story Cannabis

2d

About The Position

The Talent Development Manager is responsible for designing, evolving, and executing the organization’s talent development approach across the employee lifecycle. This role ensures that training, development, and readiness efforts are aligned to career progression, leadership capability, and business needs. This position owns the integration and continuous improvement of development frameworks—including management capability, career development, onboarding, and succession—ensuring they are practical, scalable, and effective in real operating environments. The role partners closely with HR Managers and business leaders while remaining focused on capability building.

Requirements

• Bachelor's Degree Organizational Development, Business Administration, Education, or a related field preferred.
• 5+ years of experience in talent development, learning & development, organizational development, or related specialty.
• Demonstrated experience designing, implementing, and improving development frameworks.
• Strong facilitation and instructional design skills.
• Experience aligning training to career progression and role readiness.
• Ability to evaluate existing approaches and recommend changes.
• Strong collaboration and communication skills.
• Ability to use data and feedback to inform decisions.
• Experience supporting succession planning or leadership readiness.

Nice To Haves

• Background in adult learning, coaching, or organizational development a plus.
• Familiarity with learning platforms (LMS), Seed Talent a plus.
• Talent development or adult learning certification (preferred).

Responsibilities

• Evaluate, evolve, and maintain development frameworks that support management capability, career progression, and leadership readiness.
• Assess the effectiveness and usability of existing frameworks, simplifying or adjusting them to improve adoption and impact.
• Ensure alignment across development components so training, career pathways, onboarding, and succession planning reinforce one another.
• Design and maintain career development frameworks that articulate skill expectations, readiness indicators, and growth pathways.
• Align training and development opportunities to career progression and role readiness.
• Design and deliver targeted training programs that support skill development, career progression, and leadership readiness.
• Own the development and continuous improvement of orientation and onboarding experiences.
• Ensure onboarding aligns with longer-term growth and readiness pathways.
• Support succession planning by defining readiness criteria and development pathways for critical roles.
• Partner with HR and business leaders to align development efforts with succession priorities.
• Use development data to inform readiness discussions.
• Track participation, outcomes, and adoption of development initiatives.
• Identify gaps, trends, and opportunities to improve effectiveness.
• Use feedback and data to refine frameworks, programs, and tools.
• Partner with HR Managers, business leaders, and operational teams to align development efforts with business strategy.
• Act as a subject-matter expert in talent and leadership development.

Benefits

• Paid time off (PTO) including 8 paid holidays per year
• Medical Insurance, which includes a 100% company paid option for employees
• Dental Insurance, which includes a 100% paid option for employees
• Vision Insurance, which includes a 100% paid option for employees
• 401k retirement savings plan
• Company paid Short-Term & Long-Term disability
• Company paid Life Insurance
• Employee Assistance Program (EAP)
• Employee referral program
• Commuter benefits
• Product discounts
• Additional compensation incentives (tips, bonuses, etc.)

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 501-1,000 employees