Talent Development & People Experience Manager

Galderma•Boston, MA

About The Position

Whether it's the unique breadth of our integrated offering that covers Injectable Aesthetics, Dermatological Skincare and Therapeutic Dermatology products; or our commitment to recognizing and rewarding people for the contribution they make - working here isn't like anywhere else. At Galderma, we actively give our teams reasons to believe in our ambition to become the leading dermatology company in the world. With us, you have the ultimate opportunity to gain new and challenging work experiences and create an unparalleled, direct impact. The Talent Development & People Experience Manager plays a critical role in leading strategic talent development initiatives across the U.S. organization. This position partners closely with key stakeholders and leaders at all levels to influence and improve outcomes in multiple areas including succession planning, organizational development, performance management, competency and individual development planning, mentorship program, change management, onboarding and employee engagement.

Requirements

Bachelor’s degree required; degree in Human Resources or Business Administration preferred.
6+ years of progressive HR and Talent Development experience required.
Deep understanding of organizational development, learning strategies, onboarding and performance management required.
Previous experience leading/facilitating training courses and/or programs required.
Strong business acumen, communication, and relationship-building skills.
Ability to manage complexity and influence at all levels of the organization.
Must be able to demonstrate excellent oral, written, and presentation skills.
Ability to interact at all levels of the organization.
Ability to handle confidential information and materials in an appropriate manner, and in accordance with organizational policy and practices, and/or appropriate external regulation/governance.
Demonstrate high levels of integrity and sense of urgency.
Ability to function effectively with a minimum of supervision.
Occasional travel up to 25% may be required.

Nice To Haves

Experience using learning management systems (LMS) and learning technologies preferred.
Experience administering, interpreting, and applying behavioral and personality assessment tools such as DiSC, Myers‑Briggs Type Indicator (MBTI), CliftonStrengths, Hogan, or similar instruments to support leadership development, team effectiveness, and individual coaching preferred.

Responsibilities

Designs and executes comprehensive talent development strategies aligned with U.S. business objectives and workforce planning.
Translates business strategies into relevant and impactful talent development solutions and initiatives.
Oversees the performance management process and related activities throughout the year, including objective setting, mid-year reviews, year-end reviews and performance calibration.
Manages the talent review and succession planning cycles in partnership with HR and organizational leadership.
Conducts needs assessments to identify capability gaps at individual, team, and organizational levels.
Serves as a trusted advisor to leaders on employee development, engagement, and organizational capability-building.
Leads the design and delivery of leadership development programs for emerging, mid-level, and senior leaders.
Lead and manage the mentorship program, including mentor–mentee pairing, program design, participant support, and ongoing evaluation to strengthen employee development and engagement.
In partnership with HR Business Partners, administer employee engagement surveys.
Analyze data to gain meaningful insights and determine actionable feedback, coordinate communications, and develop follow‑up plans that drive continuous improvement across business units.
Facilitates and delivers content related to talent development and learning and development plans.
Manages and continuously improves the U.S. onboarding process to ensure a consistent, engaging, and effective experience for all new hires.
Oversees and manages onboarding content, resources, and tools to help ensure new-hire integration into the organization.
Partners with HR and business leaders to support organizational change initiatives through leader enablement, training, and capability‑building to drive adoption of new processes, systems, and ways of working.
Tracks and evaluates the effectiveness of programs using metrics, feedback, and ROI methodologies.
Collaborates with HR Centers of Excellence (COEs) and external vendors to implement solutions.