Talent Development Specialist

The Talent Development Specialist is a strategic partner to campus leaders, Human Resources, managers, and employees, helping build the capabilities, engagement, and talent pipelines needed to support Howmet’s continued growth. This role leads the design, development, coordination, and facilitation of high-quality learning and talent development programs while partnering with leaders to identify business needs and translate them into effective people-development solutions. The Talent Development Specialist will play a key role in strengthening the Whitehall campus talent pipeline through learning and development, talent management, succession planning, career development, employee engagement, and leadership coaching. This position will also manage the Center for Change, ensuring the facility effectively supports learning, collaboration, meetings, and the evolving needs of the campus. Key Responsibilities Learning & Development Partner with campus leaders to understand business priorities, workforce needs, and capability gaps, and identify appropriate learning and development solutions. Design, develop, coordinate, schedule, and facilitate engaging, high-quality learning and development programs for employees and leaders. Develop and deliver learning experiences that strengthen technical, professional, leadership, and organizational capabilities across the Whitehall campus. Evaluate the effectiveness of learning initiatives and use feedback and data to continuously improve programs. Collaborate with HR and business leaders to align development programs with organizational priorities and Howmet's growth strategy. Talent Management & Succession Planning Partner with HR and campus leadership to facilitate talent management processes, including performance management, calibration, talent reviews, succession planning, and career development planning. Provide guidance and coaching to managers and leaders throughout the talent review process, helping them identify strengths, development opportunities, critical roles, and emerging talent. Partner with leaders and employees to create meaningful and robust individual development plans that build capabilities and strengthen succession pipelines. Help leaders translate talent review outcomes into actionable development strategies and follow-up plans. Support a culture of continuous feedback, career growth, internal mobility, and employee development. Employee Engagement Partner with campus leaders and HR to identify opportunities to improve employee engagement and strengthen the employee experience. Use engagement data, employee feedback, and business insights to help leaders develop and implement meaningful action plans. Coach leaders on practices that promote inclusion, recognition, development, communication, and employee connection. Center for Change Manage and coordinate the Center for Change facility to support campus learning, meetings, collaboration, and organizational development needs. Ensure the facility is effectively scheduled, maintained, and equipped to accommodate current and future learning and meeting requirements. Partner with stakeholders to maximize the Center for Change as a resource for employee development and Howmet's continued growth. Training Grants & External Funding Research and identify opportunities for training grants and external funding available through government agencies, foundations, and other organizations. Draft, coordinate, and submit grant applications, proposals, and supporting documentation. Partner with internal stakeholders and external organizations as needed to develop compelling proposals aligned with workforce and business needs. What Success Looks Like Success in this role will be demonstrated through a stronger and more capable talent pipeline, engaging and effective development experiences, improved leader capability, meaningful employee development plans, increased employee engagement, and learning solutions that directly support the Whitehall campus and Howmet's growth objectives. Roles Enterprise developer--elevates campus capability through development; improves likelihood of successful execution against hoshin objectives through targeted initiatives; creates success pathways for individuals and the organization; gains satisfaction from the success of others Advisor and coach--provides expert guidance; enables and develops those who enable and develop others; provides direct counsel and feedback; contributes ideas and perspectives to business leaders regarding enterprise capability and talent initiatives and concepts; acts as a strategic partner Relationship and communication--interacts with a wide variety of stakeholders; facilitates communication and information exchange between stakeholders; guides and directs as needed; creates an environment of trust and confidentiality Organization and structure--detail and follow through oriented; serves as primary owner and educator for talent related systems and processes; coordinates development efforts and manages internal and external providers; creates sustainability and scalability for a growing campus; operationalizes hoshin through a talent lens Architect--stays abreast of industry and workplace innovations; anticipates individual, group and campus needs and constructs or procures to meet those needs; builds before needs become pain points Evaluation--monitors individual and campus response to development efforts; measures effectiveness; presents data and outcomes; calibrates measurement across the campus Business awareness--knows the business; prioritizes business outcomes when designing or evaluating options for development; can explain what we invest in and why from a business perspective; proactive to discover what happens in various plants and throughout the campus; initiates contact with other business leaders Influence--persuades without direct reporting authority; makes a strong business case; presents evidence and data logically; broadens perspective of others; gains commitment and buy in for initiatives at scale; advocates for initiatives and resources needed to support them; trains internal champions; accomplishes objectives both indirectly through the HR function and directly through plant leaders Basic Qualifications Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, or a related field. 3 years of experience in talent development, learning and development, human resources, organizational development, or a related discipline. Demonstrated experience designing and facilitating learning programs for employees and/or leaders. Experience supporting talent management processes such as performance management, talent reviews, succession planning, calibration, and career development. Preferred Qualifications Experience in a manufacturing or industrial environment. Strong coaching, facilitation, communication, and relationship-building skills. Ability to partner effectively with leaders at all levels and influence without direct authority. Strong project management, organizational, and problem-solving skills. Experience developing written proposals, applications, or grant submissions is preferred. Proficiency with Microsoft Office and learning/talent management systems. #J-18808-Ljbffr