Sr Talent Development Manager

Responsibilities include, but are not limited to: Shape, scale, and execute enterprise talent development priorities in partnership with the Head of Talent and Chief Inclusion Officer. Design, lead, and continuously improve core development practices, including talent development, manager enablement, career development, development planning, and talent review follow-through. Advance enterprise talent review and succession planning by turning talent insights into clear development actions, readiness plans, and follow-up that strengthen leadership pipelines and critical role coverage. Develop scalable frameworks, tools, resources, and leader enablement materials that make talent development easier to understand, apply, and execute consistently across the enterprise. Advise and partner with HR Business Partners, Talent Acquisition, Inclusion and Belonging, Learning & Development, People Analytics, senior leaders, business leaders, and other stakeholders to connect development priorities to business and workforce needs. Use talent data, performance trends, engagement insights, listening feedback, and workforce indicators to identify capability gaps, shape development solutions, and measure impact. Translate talent insights into executive-ready materials, program updates, dashboards, recommendations, and decision support that help leaders understand development priorities, outcomes, risks, and next steps. Embed inclusion, objectivity, and consistency into development programs, career experiences, coaching resources, and leadership practices. Lead complex development initiatives with strong project discipline, stakeholder engagement, change management, measurement, and continuous improvement. Required Skills: A demonstrated track record of designing, leading, and improving development experiences such as, manager capability building, career development resources, mentoring, coaching, succession and development planning. The ability to build alignment across functions, influence senior stakeholders, and deliver results through partnership in a matrixed environment. Sound judgment, strong facilitation skills, and credibility advising leaders on development needs, program design, organizational capability, and practical solutions. Business acumen and the ability to connect development priorities to enterprise strategy, organizational capability, leadership effectiveness, and measurable outcomes. Strong analytical judgment, with experience using talent data and workforce insights to shape recommendations and measure progress. Exceptional consulting, facilitation, stakeholder management, executive communication, written communication, and presentation skills. Experience leading complex, cross-functional development initiatives with clear planning, disciplined execution, stakeholder accountability, change management, and measurable outcomes. Experience in financial services, regulated industries, professional services, or other complex enterprise environments. Experience supporting leadership development, career mobility, manager effectiveness, talent review follow-through, succession or development planning. Applied experience with assessment tools, coaching methodologies, instructional design, change management, organizational development, or talent analytics. Experience integrating inclusion and belonging principles into talent management systems and leadership practices. Familiarity with HR technology platforms, talent review tools, performance systems, employee listening platforms, or people analytics dashboards. Required Experience: Bachelor's degree in a related business field and a minimum of 12 years of progressive Human Resources, talent development, learning and development, organizational development, leadership development, or related experience, including experience designing and scaling enterprise-wide development solutions in complex organizations. Preferred Experience: Master's degree or relevant certifications. #J-18808-Ljbffr vnbcareers