Talent Development Manager

Aston Carter•Boston, MA

1d•$35 - $45•Hybrid

About The Position

This role will be a minimum of a two year contract Key Responsibilities · Lead the organization’s annual performance management cycle, ensuring consistency, accountability, and strong coaching and development outcomes. · Design, implement, and continuously improve goal‑setting, performance review, feedback, and coaching frameworks that support a high‑performance culture. · Document and maintain standardized OD and talent processes, including annual calendars, governance structures, and roles/responsibilities. · Integrate performance management with broader organizational development initiatives such as engagement, career development, workforce planning, and well‑being. Talent Development & Capability Building · Conduct formal organizational needs assessments to identify performance gaps, capability needs, and development priorities. · Translate needs assessment findings into scalable learning, development, and change solutions. · Design and manage a portfolio of enterprise development programs: · Onboarding and assimilation. · Career development and growth pathways. · Develop toolkits, playbooks, and reinforcement strategies that support application of learning on the job. Manager & Leader Enablement · Partner with HRBPs, Talent Management, and Employee Relations to: · Equip leaders and managers with tools and training on performance management best practices · Strengthen coaching, feedback, and development conversations · Serve as a thought partner and advisor to leaders on organizational effectiveness and performance improvement. · Support managers in navigating complex performance and development challenges. Learning Technology & Program Operations · Leverage learning and talent technologies, including LMS platforms (e.g., Cornerstone), to: · Improve program efficiency and user experience · Drive adoption and engagement · Ensure effective tracking and reporting · Evaluate and optimize technology solutions to support OD and talent strategies. Measurement, Analytics & Continuous Improvement · Define and track qualitative and quantitative metrics to assess program effectiveness and organizational impact. · Produce quarterly and year‑over-year insights, including participation, outcomes, and ROI analyses. · Use data and feedback loops to continuously refine programs and practices. Competency Models & Career Architecture · Apply and maintain competency models to support: · Career pathways and internal mobility · Workforce and succession planning · High‑potential talent identification and development planning · Ensure alignment between competencies, performance expectations, and development resources. Change Management, Communication & Engagement · Develop and execute communication strategies that promote awareness, adoption, and sustained engagement in OD initiatives. · Engage a diverse employee population through clear, inclusive, and compelling messaging. · Lead change efforts related to performance, development, and organizational capability building.

Requirements

7+ years of experience in Organizational Development, Talent Development, or Learning & Development
Demonstrated expertise in performance management systems and talent practices
Experience leading enterprise‑wide, scalable programs
Proven ability to conduct needs assessments and design OD solutions
Strong partnership skills across HR functions
Experience managing staff and/or leading cross‑functional initiatives
Proficiency with LMS platforms (Cornerstone preferred)
Strong analytical skills, including measurement of outcomes and ROI
Excellent communication, facilitation, and stakeholder influence skills

Responsibilities

Lead the organization’s annual performance management cycle, ensuring consistency, accountability, and strong coaching and development outcomes.
Design, implement, and continuously improve goal‑setting, performance review, feedback, and coaching frameworks that support a high‑performance culture.
Document and maintain standardized OD and talent processes, including annual calendars, governance structures, and roles/responsibilities.
Integrate performance management with broader organizational development initiatives such as engagement, career development, workforce planning, and well‑being.
Conduct formal organizational needs assessments to identify performance gaps, capability needs, and development priorities.
Translate needs assessment findings into scalable learning, development, and change solutions.
Design and manage a portfolio of enterprise development programs:
Onboarding and assimilation.
Career development and growth pathways.
Develop toolkits, playbooks, and reinforcement strategies that support application of learning on the job.
Partner with HRBPs, Talent Management, and Employee Relations to:
Equip leaders and managers with tools and training on performance management best practices
Strengthen coaching, feedback, and development conversations
Serve as a thought partner and advisor to leaders on organizational effectiveness and performance improvement.
Support managers in navigating complex performance and development challenges.
Leverage learning and talent technologies, including LMS platforms (e.g., Cornerstone), to:
Improve program efficiency and user experience
Drive adoption and engagement
Ensure effective tracking and reporting
Evaluate and optimize technology solutions to support OD and talent strategies.
Define and track qualitative and quantitative metrics to assess program effectiveness and organizational impact.
Produce quarterly and year‑over-year insights, including participation, outcomes, and ROI analyses.
Use data and feedback loops to continuously refine programs and practices.
Apply and maintain competency models to support:
Career pathways and internal mobility
Workforce and succession planning
High‑potential talent identification and development planning
Ensure alignment between competencies, performance expectations, and development resources.
Develop and execute communication strategies that promote awareness, adoption, and sustained engagement in OD initiatives.
Engage a diverse employee population through clear, inclusive, and compelling messaging.
Lead change efforts related to performance, development, and organizational capability building.