Talent Development Manager (Learning& Leadership Development)

Acumatica • Bellevue, WA

4h • $120,000 - $135,000

About The Position

The Talent Development Manager will help build the leadership, management, and organizational capabilities Acumatica needs to scale. This senior individual-contributor role translates business strategy, talent priorities, and capability needs into practical, engaging, scalable development experiences, content, tools, and resources for managers, employees, and HR Business Partners. It connects development to leadership expectations, career growth, and wider talent priorities through learning, practical application, developmental experiences, and reinforcement.

The role combines strategic design with hands-on execution. It develops leadership and manager programs, facilitates workshops, creates facilitator and participant materials, and builds centralized leader and employee toolkits and SharePoint resource centers. The manager also creates train-the-trainer resources that enable HR Business Partners and leaders to reinforce and cascade learning, and maintains useful digital resources as the organization grows.

The position manages learning and capability initiatives from concept through launch, adoption, measurement, and improvement. It establishes objectives and success measures, evaluates participation and application, and uses feedback and program data to improve solutions. The stated annual salary range is $120,000–$135,000, varying by location and other factors. Certain roles may also be eligible for annual bonus and stock awards.

Requirements

• At least 7 years of progressively responsible experience in Learning & Development, Talent Development, Leadership Development, Organizational Development, or a related discipline.
• Demonstrated experience designing leadership, manager, or professional development programs from discovery through implementation.
• Strong learning-design and content-development ability, including translating complex business, organizational, and talent concepts into practical development experiences.
• Strong facilitation and presentation skills across employee, manager, leader, and HR audiences.
• Ability to create professional learning materials, toolkits, playbooks, facilitator guides, presentations, and digital resources.
• Experience developing train-the-trainer programs or enabling others to deliver learning solutions.
• Strong project and program management skills, including managing multiple initiatives simultaneously.
• Strong consulting, communication, and stakeholder-management skills.
• Ability to operate independently and navigate ambiguity successfully.
• Strong working knowledge of Microsoft 365, including demonstrated ability to create, structure, publish, and maintain intuitive SharePoint content experiences.
• Bachelor’s degree in Human Resources, Organizational Development, Learning, Business, Organizational Psychology, or a related discipline, or equivalent relevant experience.

Nice To Haves

• Experience in a global, high-growth technology or SaaS organization.
• Experience working with HR Business Partners as a delivery or enablement channel.
• Experience translating competency or capability frameworks, leadership models, career profiles, talent insights, or organizational-culture priorities into practical development solutions.
• Experience creating SharePoint learning portals, knowledge hubs, or manager resource centers.
• Exposure to learning-management platforms, digital authoring tools, video or content development, or AI-enabled learning tools.
• Experience measuring learning effectiveness and translating insights into program improvements.

Responsibilities

• Translate business strategy, HR and talent priorities, employee insights, and capability gaps into focused development priorities and solutions.
• Design learning experiences and development pathways for leadership effectiveness, manager effectiveness, professional capabilities, and other organizational priorities.
• Create workshops, presentations, facilitator guides, participant materials, exercises, job aids, playbooks, and digital learning content.
• Facilitate development sessions for leaders, managers, employees, and HR audiences as appropriate, and curate internal and external learning resources.
• Connect development experiences and resources to career profiles, capability expectations, and broader talent priorities.
• Build scalable programs that strengthen leadership and people-manager effectiveness, translating leadership expectations into practical behaviors, tools, and resources.
• Develop leader toolkits and playbooks covering practices such as goal setting, feedback, one-on-ones, career conversations, communication, accountability, and team leadership.
• Partner with the Director of Talent & Organizational Capability and HR Business Partners to identify emerging leadership and management capability needs.
• Create reinforcement mechanisms that help sustain learning and behavior change, and equip managers to support employee growth through development planning, career conversations, feedback, coaching, and development opportunities.
• Develop train-the-trainer approaches and prepare HR Business Partners with facilitator guides, discussion materials, tools, talking points, FAQs, and supporting resources.
• Facilitate enablement and practice sessions that build HRBP confidence and capability; establish consistent standards while allowing appropriate adaptation across functions, geographies, and audiences.
• Gather feedback from HRBPs and participants and use it to improve content and delivery.
• Create leader communication and enablement resources that translate business and HR priorities, leadership expectations, cultural principles, and people practices into clear, practical materials.
• Partner across HR and with internal stakeholders to keep leader resources accurate, coordinated, timely, and easy to use while supporting a consistent experience without unnecessary bureaucracy.
• Build and maintain user-friendly SharePoint sites and digital resource hubs; organize, publish, and maintain accessible, current, consistent, easy-to-navigate content using sound information architecture and user-experience principles.
• Experiment with digital and AI-enabled approaches to content creation, learning, knowledge sharing, and employee enablement, partnering with technology stakeholders when advanced solutions are required.
• Manage multiple learning and capability initiatives from concept through design, launch, adoption, measurement, and iteration.
• Establish objectives and success measures; track participation, experience, adoption, application, and other relevant indicators; use feedback, talent insights, and program data to improve solutions.
• Bring structure, clarity, and momentum to capability-building initiatives with ambiguous business requirements.

Benefits

• Healthcare benefits, including medical, dental, and vision insurance for employees and dependents (US-based employees).
• Employer-paid short-term and long-term disability and basic life coverage (US-based employees).
• 401(k) plan with company match (US-based employees).
• Flexible time off and sick and safe leave (US-based employees).
• Certain roles may be eligible for annual bonus and stock awards based on individual performance.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior