Talent Development Partner

Compensation Data

Company Overview

For more than 70 years, TBC Corporation has been a leader in the mobility industry and one of North America’s largest marketers and distributors of automotive replacement tires through wholesale operations. Additionally, TBC responds to the needs of consumers in search of total car care at nearly 470 franchised tire and automotive service centers under the award-winning Big O Tires® brand. TBC is headquartered in Palm Beach Gardens, Florida.

With $5 billion in revenue and more than 3,000 employees in the U.S. and Mexico, TBC markets on a wholesale basis to regional tire chains and distributors serving independent tire dealers and with proprietary brands of tires specializing in passenger, commercial, farm and specialty tires. In 2005, TBC Corp. was purchased by Sumitomo Corporation of America (SCOA). SCOA is the largest subsidiary of Sumitomo Corporation, one of Japan’s major integrated trading and investment business enterprises. In 2018, Michelin, the largest tire manufacturer in Europe, invested in the company which is now a 50:50, privately held joint venture between Sumitomo and Michelin.

Our values are the foundation of our work, how we interact with each other, and the strategies we employ to fulfill our purpose. These are the practices we use every day – in everything we do:

• Integrity - We act honestly because nothing is more important than our reputation.

• Teamwork - We are better together.
• People-Focused - We put people first – our Associates, customers, franchisees, and partners – and cultivate a respectful, collaborative, and inclusive culture, top to bottom, inside and out.
• Accountability - We own our actions and decisions; we do what we say we are going to do.
• Leave Everything Better - We innovate to improve everything we touch, and we take actions now to protect the future.

Description

This role is responsible for designing, facilitating, and continuously improving talent management and leadership development solutions that strengthen organizational capability, accelerate leader readiness, and support business transformation. The position partners closely with HR, senior leaders, and business stakeholders to assess talent, enable succession planning, build career pathways, support executive and new leader transitions, and translate engagement insights into practical action plans.

This position connects talent strategy to business execution by helping leaders identify future capability needs, develop successors, guide employees through career growth, and turn organizational insights into visible action. The ideal candidate combines strategic talent expertise with strong facilitation, consulting, and change management skills. This person brings structure to ambiguity, designs scalable development solutions, and helps leaders create meaningful growth experiences for employees at all levels.

Our Organizational Development team is a small, but mighty group focused on being exceptional business partners who deeply know the business and are passionate about developing practical, but impactful talent solutions, interventions and programs.

This role is located at our corporate headquarters in Palm Beach Gardens, FL, with one remote day per week.

Responsibilities

Talent Assessment and Succession Planning

• Lead or support enterprise talent assessment processes, including calibration, succession planning, talent reviews, and readiness discussions.
• Partner with business and HR leaders to identify critical roles, high-potential talent, successor pipelines, development gaps, and retention risks.
• Translate assessment outcomes into clear development priorities, succession actions, and measurable follow-up plans.

Talent Management and Career Pathing Tools

• Design, implement, and maintain practical talent management tools that help employees and leaders understand growth opportunities, career paths, role expectations, and development options.
• Guide leaders and employees in creating meaningful development plans tied to role expectations, career goals, assessment feedback, and succession priorities.
• Develop planning templates, conversation guides, and coaching resources that help managers translate feedback into specific learning experiences, stretch assignments, and follow-up commitments.

Additional Responsibilities

Team Building, Engagement, and Leadership Effectiveness

• Help leaders interpret engagement survey results, identify priority themes, and select focused actions that address root causes rather than symptoms.
• Design and facilitate team-building sessions that improve trust, communication, collaboration, decision-making, and accountability.
• Use assessment data, leader input, and business context to tailor interventions for intact teams, newly formed teams, or teams navigating change.

Program Design and Facilitation

• Design and facilitate leadership development programs that build capability in areas such as coaching, communication, performance management, change leadership, talent development, and business execution.
• Partner with business stakeholders to create custom learning experiences in response to specific business needs, including targeted workshops, leader forums, cohort programs, and practical application activities.
• Incorporate adult learning principles, scenario-based practice, discussion, reflection, and action planning to ensure programs are engaging and applicable.

Continued Responsibilities

Organizational Change Management

• Support business initiatives by applying change management practices that build awareness, readiness, adoption, and sustained behavior change.
• Create stakeholder plans, communication approaches, leader talking points, training support, and adoption activities for organizational changes.
• Coach leaders on their role as change sponsors and help teams navigate transition with clarity, consistency, and accountability.

Added Responsibilities

New Leader Onboarding and Integration

• Support executive onboarding, assimilation, coaching plans, and leadership effectiveness practices that accelerate credibility and performance.
• Design and facilitate new leader transition experiences, including assimilation sessions, stakeholder mapping, first-90-day planning, and leader integration support.
• Partner with incoming leaders and their managers to clarify expectations, establish team operating norms, identify early wins, and reduce transition risk.
• Ensure new leaders receive practical tools and feedback loops that accelerate connection, confidence, and effectiveness.

Qualifications

• Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Business, Education, or a related field; advanced degree or relevant certification preferred.
• Progressive experience in talent management, organizational development, leadership development, learning design, HR business partnership, or a related discipline.
• Demonstrated experience designing and facilitating leadership programs, team sessions, workshops, and business-specific development solutions.
• Strong understanding of talent assessment, succession planning, career development, engagement practices, and change management principles.
• Ability to consult with senior stakeholders, diagnose business needs, synthesize data, and translate insights into practical plans and tools.
• Excellent facilitation, communication, project management, stakeholder management, and executive presence skills.
• Preferred experience with talent platforms, survey platforms, learning management systems, or assessment tools.
• Preferred certification or formal training in change management, coaching, facilitation, leadership assessment, or organizational development methodologies.
• Preferred experience supporting multi-location, operations-heavy, retail, distribution, manufacturing, or field-based environments.
• Bilingual in Spanish /English is a plus

Benefits

• Market competitive compensation
• 401(k) and Roth with company match. Immediate 100% vesting
• Comprehensive benefits including medical, dental and vision
• Company paid short term disability and employer subsidized long term disability
• Company paid life insurance
• Discounted tire purchasing
• Tuition reimbursement
• Employee assistance program
• Generous paid vacation and paid time off
• Customizable voluntary benefits
• and More!!!