Talent Development Program Leader

WENGER CORPORATION•Owatonna, MN

1d•$130,000 - $180,000•Hybrid

About The Position

As a Talent Development Program Leader, you will contribute to Wenger Corporation’s strategy to provide exceptional customer experience by designing and implementing talent development programs and systems that strengthen leadership capability, employee development, and organizational performance. This individual contributor serves as the program architect and internal resource to develop scalable solutions for leadership and department training, emerging talent development, succession planning, and performance management.

Requirements

Bachelor’s degree in human resources, organizational development, education, business, or a related field
Seven (7) or more years of progressive experience in talent development, learning and development, organizational development, talent management, or a related human resources discipline.
Demonstrated experience designing and implementing leadership development, performance-management, succession-planning, or emerging talent programs.
Proven experience conducting needs assessments, developing curricula and tools, facilitating adult learning, and evaluating program effectiveness.
Proficiency with varied HRIS
Proficiency with Microsoft Office Suite of products

Nice To Haves

Experience partnering with HR Business Partners and leaders across multiple functions and/or locations is preferred.
Professional certification in talent development, human resources, instructional design, or change management is preferred.
Paycom HRIS system experience preferred

Responsibilities

Assessing organizational needs and design scalable leadership-development programs, learning pathways, workshops, and resources for current and emerging leaders.
Establishing consistent frameworks for identifying, assessing, and developing emerging talent, including criteria, development-planning tools, learning experiences, and program measures.
Providing objective processes and information to support talent and promotion decisions, while final decisions remain with business and HR leadership.
Designing and maintaining succession-planning processes, templates, talent-review tools, readiness criteria, and reporting that help leaders evaluate bench strength and prepare talent for critical roles.
Facilitating talent reviews and provide objective information to support succession decisions, while final decisions remain with business and HR leadership.
Partnering with HR Business Partners to develop and continuously improve the performance-management program, including the philosophy, annual process, timelines, forms, tools, resources, and manager guidance.
Providing ongoing support and guidance on the performance-management tool, while leaders and HR Business Partners retain responsibility for performance coaching, corrective-action guidance, performance conversations, and execution.
Partnering with leaders, subject-matter experts, and HR Business Partners to identify capability gaps and develop practical, role-relevant leadership and department training programs.
Partnering with HR Business Partners to develop and deliver leadership and talent training to the leadership team.
Facilitating selected workshops and program-launch activities, and prepare leaders, HR Business Partners, and subject-matter experts to deliver programs consistently.
Evaluating external learning resources and vendors, manage assigned program budgets, and adapt content to meet organizational needs.
Owning the design, structure, tools, documentation, governance, implementation, and continuous improvement of assigned talent-development programs.
Developing implementation plans, communications, and materials; coordinate annual program cycles; and ensure deliverables are completed on schedule.
Developing clear communication and adoption resources that help leaders and team members understand and use new talent processes and tools.
Establishing success measures, analyze participation and effectiveness data, gather feedback, and recommend improvements based on organizational needs and business outcomes.
Partnering with HR, Information Technology, and business stakeholders to support talent-related technology, workflows, reporting, and documentation.