Talent Manager

ODL, Inc•Zeeland, MI

1d•Onsite

About The Position

The Talent Manager is responsible for shaping how global talent practices are designed, executed, and experienced across the organization. This role translates ODL’s enterprise talent strategy into integrated programs and systems spanning performance management, talent assessment, succession planning, leadership development, and enterprise bench strength outcomes, with scope expanding over time to broader workforce capability and hiring practices. This is a working manager role with global responsibility, requiring strong judgment, systems thinking, and active involvement in delivery. The Talent Manager designs and evolves connected talent frameworks, tools, and leader guidance, working closely with HR and business leaders to ensure talent practices are clear, adopted, and effective across regions and the enterprise. Who We Are: Driven by continual innovation and trusted partnerships, ODL is a global leader in high-quality door and insulated glass solutions. For decades, our purpose has been simple: Make Your Life Better™—for our customers, our communities, and our people. With 14 global locations and thousands of employees, ODL has been recognized as a Great Place to Work® across all countries of operation. We invest in our people, celebrate growth, and foster a culture where accountability, innovation, and excellence thrive.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, or related field; Master’s degree in Human Resources, or related, preferred.
7+ years of experience in talent management, leadership development, organizational development, or enterprise HR program leadership.
Demonstrated experience designing, executing, and improving global talent programs.
Strong understanding of performance management, talent assessment, succession planning, and leadership development practices.
Experience evaluating program effectiveness and translating data into practical, actionable insights, and business case proposals for change or investment.
Ability to think strategically while maintaining strong execution discipline.
Excellent project management, facilitation, communication, and stakeholder partnership skills.
Change Management experience helpful but not required.
Experience working with HRIS and learning platforms; Workday experience helpful but not required.

Nice To Haves

Master’s degree in Human Resources, or related, preferred.
Change Management experience helpful but not required.
Workday experience helpful but not required.

Responsibilities

Translate global enterprise talent strategy into actionable programs, standards, tools, and leader expectations.
Design and continuously improve an integrated global talent system across performance management, talent assessment, succession planning, leadership development, and workforce readiness, adjusting based on effectiveness and outcomes.
Advise executive leadership on global talent priorities and progress, risks, participation trends, and effectiveness.
Establish and manage enterprise talent success measures that assess adoption, effectiveness, and impact of global talent practices.
Use enterprise talent data and insights to inform decisions and guide continuous improvement across global talent practices.
Partner with HR and Talent colleagues to ensure global hiring practices align with enterprise talent standards, capability needs, and the Leadership Model.
Own the global performance management framework, philosophy, and annual cycles.
Refine performance definitions, expectations, tools, and leader guidance to drive consistency, rigor, and meaningful differentiation.
Partner with HR colleagues and leaders to prepare for performance discussions, calibration, and performance related‑decisions.
Use performance insights to inform development priorities, leadership capability needs, and succession decisions.
Own the global approach to talent assessment, including evaluation of potential, readiness, and risk.
Lead annual global talent assessment and succession planning processes for critical and leadership roles.
Establish clear global standards for identifying potential and readiness across short‑, mid‑, and long‑term horizons.
Translate succession insights into actionable development, mobility, retention, and targeted hiring strategies.
Lead planning and execution of global leadership development initiatives aligned to the Leadership Model and future capability needs.
Establish success measures to evaluate leadership development effectiveness and impact.
Strengthen leader capability in expectation setting, coaching, talent development, and performance leadership.
Assess leadership development and enterprise learning effectiveness by evaluating participation, outcomes, and impact on performance and workforce capability.
Partner with HR, business leaders, and functional owners to inform the enterprise capability strategy and roadmap (e.g., AI, business acumen, emerging skills).
Perform other related duties and projects as assigned.