Talent Development Manager

Pluralsight

2d•Hybrid

About The Position

The Talent Development Manager is leading the evolution of our leadership culture and is integral to Pluralsight’s Organizational Effectiveness team. This role is responsible for designing, scaling, and continuously improving Pluralsight’s core leadership development and talent programs. This role partners closely with HR Business Partners, People Analytics, HR Technology, and business leaders to deliver high-impact, data-informed talent programs that are scalable and aligned to business priorities. The Talent Development Manager operates with strong independence, sound judgment, and the ability to translate complexity into streamlined, repeatable solutions. Who you’re committed to being: A strategic, program-minded Talent leader who builds scalable talent practices that strengthen performance, mobility, and leadership capability. A builder who thrives in ambiguity and turns complexity into streamlined, repeatable programs that deliver business results. A trusted advisor who brings partnership and strong judgment to cross-functional work. A continuous learner who uses data and technology to improve insights, talent decisions, program execution, and team member experience. What you’ll do: Leader Development Program Architecture & Execution Design & Build: Architect and scale Pluralsight’s core leadership and talent development frameworks from the ground up, ensuring they are not just "training events" but integrated journeys that drive behavioral change. End-to-End Facilitation: Lead high-impact, expert-level facilitation for leadership workshops, and manager-enablement sessions. You are as comfortable "on stage" as you are behind a design document. Content Ecosystem: Develop sophisticated, practical toolkits and digital resources that empower managers to lead in a hybrid, high-growth environment, ensuring consistency across all business units. Talent Program Support Talent Reviews: Partner to transform the enterprise talent review process from a compliance exercise into a high-value consultation. Lead design and development of enablement materials equipping HR Business Partners to facilitate calibration sessions that challenge bias and provide leaders with deep insights into their bench strength. Succession Planning: Design and execute robust enablement for HR Business Partners and business leaders in support of succession planning activities for critical roles. Talent Integration: Integrate leadership development with talent movement, ensuring that our high-potential programs directly feed our succession pipelines and address identified skill gaps. Data-Driven Organizational Effectiveness Analytics: Partner with People Analytics to build dashboards that move beyond "completion rates" to measure program impact, ROI, and talent mobility. Tech-Enabled Talent: Support the talent team in Workday, optimizing workflows to ensure the technology enhances—rather than hinders—the employee and manager experience. AI Innovation: Proactively support and integrate AI tools to personalize development at scale, moving away from 'one-size-fits-all' training toward data-driven, individualized growth journeys. Cross-Functional Partnership & Integration The Talent Connector: Act as a bridge between Talent Development and Talent Acquisition, HRBPs, and Inclusion & Belonging to ensure a seamless "hire-to-retire" talent lifecycle. Consultative Partnership: Serve as an internal consultant to HR Business Partners and business leaders, diagnosing team-level performance gaps and designing bespoke interventions when enterprise solutions require customization.

Requirements

Strong facilitation and stakeholder influence skills, including comfort working with senior leaders.
Ability to operate independently, navigate ambiguity, and drive consistent execution across competing priorities.
Hands-on experience supporting talent practices such as leadership development programs, Talent Review, 9-Box, Succession Planning, 360 Feedback, and.
Experience managing complex projects across multiple stakeholders.
4+ years of experience in Talent Management, Organizational Development, HRBP, Revenue Enablement, Consulting or related roles.
Bachelor's Degree in Business or Human Resources.

Nice To Haves

Workday experience preferred.
Master’s Degree a plus.

Responsibilities

Leader Development Program Architecture & Execution Design & Build: Architect and scale Pluralsight’s core leadership and talent development frameworks from the ground up, ensuring they are not just "training events" but integrated journeys that drive behavioral change.
End-to-End Facilitation: Lead high-impact, expert-level facilitation for leadership workshops, and manager-enablement sessions. You are as comfortable "on stage" as you are behind a design document.
Content Ecosystem: Develop sophisticated, practical toolkits and digital resources that empower managers to lead in a hybrid, high-growth environment, ensuring consistency across all business units.
Talent Reviews: Partner to transform the enterprise talent review process from a compliance exercise into a high-value consultation. Lead design and development of enablement materials equipping HR Business Partners to facilitate calibration sessions that challenge bias and provide leaders with deep insights into their bench strength.
Succession Planning: Design and execute robust enablement for HR Business Partners and business leaders in support of succession planning activities for critical roles.
Talent Integration: Integrate leadership development with talent movement, ensuring that our high-potential programs directly feed our succession pipelines and address identified skill gaps.
Analytics: Partner with People Analytics to build dashboards that move beyond "completion rates" to measure program impact, ROI, and talent mobility.
Tech-Enabled Talent: Support the talent team in Workday, optimizing workflows to ensure the technology enhances—rather than hinders—the employee and manager experience.
AI Innovation: Proactively support and integrate AI tools to personalize development at scale, moving away from 'one-size-fits-all' training toward data-driven, individualized growth journeys.
The Talent Connector: Act as a bridge between Talent Development and Talent Acquisition, HRBPs, and Inclusion & Belonging to ensure a seamless "hire-to-retire" talent lifecycle.
Consultative Partnership: Serve as an internal consultant to HR Business Partners and business leaders, diagnosing team-level performance gaps and designing bespoke interventions when enterprise solutions require customization.