Talent Development Manager

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Title: Talent Development Manager

Company: Global Power Components – www.globalpowercomponents.com

Location: Milwaukee, WI (onsite 5-days/week)

Hire Type: Direct Hire

Position Summary:

The Talent Development Manager is responsible for building and leading Global Power Components' talent development strategy, programs, and infrastructure to support the organization's continued growth and workforce expansion. This role will oversee workforce development, leadership development, succession planning, career pathing, onboarding strategy, training effectiveness, and workforce capability initiatives across the organization. The Talent Development Manager will lead the Workforce Academy function and partner closely with HR, Operations, Safety, and executive leadership to develop scalable talent processes that improve retention, workforce readiness, internal development, leadership effectiveness, and organizational capability. This is a highly visible role that will help establish the systems, programs, and processes needed to support GPC's continued growth.

Key Responsibilities:

Talent Development Strategy

·       Develop and execute GPC's talent development strategy in alignment with organizational growth objectives

·       Build scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building

·       Establish and maintain a roadmap for learning, development, onboarding, and talent management initiatives

·       Partner with senior leaders to identify workforce capability gaps and organizational development opportunities

Workforce Academy Leadership

·       Provide strategic oversight of the Workforce Academy and related workforce development programs

·       Establish academy goals, performance measures, and success metrics

·       Evaluate program effectiveness, throughput, quality, retention outcomes, and workforce readiness results

·       Support expansion of academy programs as hiring and business needs evolve

Talent Management & Succession Planning

·       Design and implement succession planning processes across the organization

·       Partner with leaders to identify critical roles, successors, and development needs

·       Develop talent review processes and workforce planning tools

·       Establish career pathing and development frameworks for key employee populations

·       Support internal mobility and employee growth initiatives

Leadership Development

·       Design and implement leadership development programs for supervisors, managers, and emerging leaders

·       Create development resources, learning programs, and leadership tools that improve organizational effectiveness

·       Partner with business leaders to strengthen leadership capability and bench strength

·       Support coaching and development initiatives across the organization

Learning & Development

·       Establish enterprise learning strategies and training frameworks

·       Identify learning needs across departments and workforce populations

·       Evaluate and implement development solutions that improve employee and leadership effectiveness

·       Support development of competency models, skills frameworks, and learning pathways

·       Ensure learning initiatives align with operational and strategic priorities

Talent Analytics & Program Effectiveness

·       Develop talent development metrics, dashboards, and reporting

·       Track key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage

·       Evaluate return on investment and effectiveness of development initiatives

·       Provide insights and recommendations to executive leadership regarding talent trends and workforce capability

HR Technology & Process Ownership

·       Serve as the primary business owner for talent development-related functionality within Workday

·       Support implementation and administration of talent, performance, learning, development, and succession planning processes

·       Partner with HRIS and HR leadership to ensure data integrity and reporting effectiveness

·       Leverage technology to improve employee development experiences and organizational insights

Cross-Functional Partnership

·       Partner with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives

·       Collaborate with department leaders to identify workforce needs and development opportunities

·       Support strategic workforce planning initiatives and organizational growth efforts

·       Contribute to broader HR initiatives and organizational effectiveness projects

What We're Looking For:

• 7+ years of progressive experience in talent development, learning and development, workforce development, organizational development, training leadership, manufacturing operations, or a related field
• Experience building talent development programs and processes from the ground up
• Experience with succession planning, career pathing, talent management, or leadership development initiatives
• Strong analytical, reporting, and problem-solving skills
• Experience creating executive-level presentations, metrics, and recommendations
• Strong project management and change management capabilities
• Ability to influence and partner effectively with leaders at all organizational levels
• Experience in manufacturing, skilled trades, industrial, or high-growth environments preferred
• Experience with Workday Talent, Learning, Performance, or related HR technology platforms preferred
• Bilingual Spanish preferred
• Bachelor's degree in Human Resources, Organizational Development, Business, Education, Industrial Psychology, or a related field preferred; or an equivalent combination of education, training, and experience.