Talent Development Manager

Aston Carter•Lithia, FL

10d•$135,000 - $155,000•Hybrid

About The Position

The Manager, Talent Management – Succession & Leadership Pipeline leads the design, implementation, and continuous improvement of enterprise-wide succession planning and leadership pipeline strategies. This role translates talent strategy into scalable programs, tools, and governance that strengthen leadership capability, ensure robust and diverse pipelines for critical roles, and mitigate talent risks. The position serves as a key partner to HR Business Partners and business leaders, using data and insights to guide succession, readiness, and pipeline decisions in alignment with workforce planning and organizational priorities.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
7+ years of experience in Talent Management, Organizational Development, or Human Resources.
Proven experience designing and delivering enterprise-wide talent programs.
Experience with executive development, succession planning, performance management, and career development.
Ability to lead cross-functional initiatives and effectively influence senior stakeholders.
Strong communication skills, with the ability to convey complex talent insights to diverse audiences.
Strong analytical skills, including the ability to interpret talent data and translate insights into actionable strategies.
Demonstrated stakeholder management skills, with a track record of partnering successfully with HR leadership and business executives.
Experience working with HR technology platforms such as Workday and SAP.

Nice To Haves

Experience in talent development and talent management, with a focus on succession planning and leadership development.
Familiarity with performance management processes and tools.
Experience with HR analytics and reporting tools such as Power BI or similar platforms.
Ability to operate in a highly strategic, data-driven talent environment.
Comfort working in hybrid and collaborative settings that require frequent partnership with HRBPs and senior leaders.
Interest in staying current with market trends and best practices in leadership development and succession planning.

Responsibilities

Lead the implementation and ongoing enhancement of succession planning processes for critical and leadership roles across the enterprise.
Establish and maintain strong governance, consistency, and data integrity throughout talent reviews and succession planning activities.
Monitor leadership pipeline health, identify talent risks and gaps, and drive mitigation plans to strengthen leadership bench strength.
Design, deploy, and refine leadership development frameworks aligned with enterprise competency models and business priorities.
Ensure leadership capability-building programs effectively support pipeline readiness and deliver strong succession outcomes.
Partner closely with HR Business Partners and business leaders to shape succession, readiness, and leadership pipeline strategies.
Provide expert guidance on talent risks, development priorities, and internal mobility to align talent decisions with business needs.
Align succession and leadership pipeline practices with broader Talent Management and Workforce Planning strategies.
Enhance talent tools, frameworks, and processes by incorporating best practices and current market trends.
Design and deliver enterprise-wide talent programs that support executive development, performance management, and career development.
Lead cross-functional initiatives related to talent development and succession planning, influencing senior stakeholders and executives.
Leverage talent insights and analytics to inform strategic workforce decisions and measure the impact of leadership development initiatives.