Talent Development Manager

The Talent Development Manager is responsible for designing, implementing, and evaluating talent and leadership development strategies that support organizational growth, employee engagement, leadership capability, and career progression across Accord's U.S. and Canadian operations.

This role will partner closely with the Vice President of Human Resources, Learning & Development teams in the U.S. and EMENA, and senior leadership to build and execute innovative talent solutions that develop current and future leaders, strengthen organizational capability, and create a culture of continuous learning.

The successful candidate will manage key initiatives including leadership development, emerging leader programs, performance management, coaching capabilities, career development, and employee value proposition programs.

Essential Functions, Duties and Responsibilities:

The following duties are considered essential to the role. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Learning Strategy & Needs Assessment

• Conduct learning needs assessments using data, stakeholder inputs, and capability frameworks.
• Identify workforce capability gaps and future skill requirements.
• Develop annual learning and talent development priorities aligned with business strategy.
• Partner with global L&D teams to share best practices and leverage global resources.

Leadership & Talent Development

• Design, implement, and continuously improve leadership development strategies that support employees at all levels of the organization.
• Partner with the Senior Trainer and broader Learning and Development Team to drive the facilitation of the Emerging Leadership Development (ELD) Program aimed at preparing first-time and aspiring people leaders.
• Create and deliver leadership learning experiences focused on communication, coaching, employee engagement, accountability, change management, and team effectiveness.
• Facilitate workshops, leadership sessions, management training, and team development activities across the organization.
• Measure learning effectiveness and business impact through participant feedback, performance outcomes, and organizational metrics.

Performance Management & Coaching

• Work with the VP of HR and global HR team to lead the design, implementation, and continuous enhancement of Accord's performance management philosophy, processes, metrics and tools.
• Build a culture of coaching by equipping managers with the guidance, tools, resources, and best practices needed to drive consistent and effective coaching across the organization.
• Enable leaders to conduct meaningful coaching conversations, deliver constructive performance feedback, support employee development, and create actionable growth plans that enhance individual and organizational performance.
• Establish measurement frameworks to assess adoption and effectiveness of coaching and performance initiatives.
• Partner with VP of HR to ensure performance processes support business objectives and employee growth.

Career Development & Talent Mobility

• Develop and maintain the Accord Career Compass framework, providing employees with clear visibility into career paths, promotion expectations, competencies, and growth opportunities.
• Develop and evolve Accord’s leadership competency framework to ensure competencies remain aligned with career progression and leadership expectations across the organization.
• Create promotion and advancement guidelines that drive consistency, fairness, and transparency across the organization.
• Design career development resources, toolkits, and self-service learning pathways that empower employees to own their development.
• Support succession planning efforts by identifying and developing high-potential talent.

Early Career Development

• Partner with HR leadership to strengthen and communicate the organization's commitment to Career Growth as part of its global Employee Value Proposition.
• Develop and implement early career programs including internships, rotational assignments, mentorship initiatives, and other talent pipeline strategies.
• Partner with recruiting and business leaders to identify future talent needs and create programs that build organizational capability.
• Establish development experiences that accelerate readiness for future leadership and critical roles.

Global Collaboration

• Partner with global Learning & Development and HR teams to align talent strategies, share best practices, and scale successful programs across regions.
• Support the implementation of global talent initiatives while adapting solutions to meet U.S. business needs.
• Collaborate with international stakeholders to ensure consistency in leadership and career development approaches.

Program Management & Analytics

• Develop tools and methods for measuring broader business outcomes such as manager effectiveness, internal promotions, succession readiness, and employee engagement, in addition to learning participation and satisfaction metrics.
• Manage multiple talent and learning initiatives simultaneously, ensuring successful execution, stakeholder alignment, and achievement of objectives.
• Develop meaningful metrics and reporting to measure participation, engagement, effectiveness, and business impact.
• Utilize data and employee feedback to continuously improve programs and experiences.
• Manage relationships with external consultants, facilitators, assessment providers, and learning vendors.

The above list reflects the general details necessary to describe the expectations of the position and shall not be construed as the only expectations that may be assigned for the position. An individual in this position must be able to successfully meet the expectations listed above.

Required Skills and Experience

• Bachelor’s degree in HR, Education, Organizational Development, Psychology, or related field.
• 5+ years of experience in Learning & Development or Talent Development roles.
• Strong experience designing and facilitating adult learning programs.
• Strong experience using digital learning tools and LMS platforms.
• Experience with leadership development frameworks or behavioral assessment tools (Insights, MBTI, DiSC, Hogan, etc.).

Knowledge, Skills, and Abilities:

• Excellent communication, presentation, and coaching skills.
• Skilled in instructional design, facilitation, needs analysis, and evaluation.
• Strong facilitation and storytelling skills.
• Strategic thinking with hands-on execution.
• Excellent stakeholder engagement.
• Data-driven decision making.
• Creativity, curiosity, and continuous improvement mindset.
• Ability to build trust across a diverse workforce.
• Strong project management and organizational skills.
• Familiarity with AI-enabled learning and talent technologies, a plus.

Physical/Mental Demands and Working Environment:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• This position operates in a professional office environment and routinely uses standard office equipment such as computers, phones, photocopiers, and filing cabinets.
• The role requires extended periods of sitting and computer use.
• Some walking, standing, bending, or carrying of light items (up to 10 lbs) may be required.

Accord provides equal employment opportunities (EEO) to all employees and applicants for employment consistent with applicable local, state or federal law. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.