Senior Manager, Talent Development (REMOTE)

Overview

When you join the team at Cordis, you become part of an inspiring mission to save lives, impacting millions of people and broadening access to life-saving cardiovascular and endovascular technology. As a global leader for over 60 years, we are dedicated to being the heart of innovation to transform cardiovascular care.

At Cordis, we're teammates, not just employees. We embrace an empowered and one-team culture where teammates are inspired to unleash their full potential. With diverse teams on a global scale, we believe the richness of our experiences and backgrounds enhances the careers of our teammates, the service to our customers, and ultimately, the lives of our patients.

If you love a challenge and are ready to have a direct, transformative and positive impact on the lives of millions, then Cordis is just the place for you.

We are the people behind the people who keep saving lives.

Responsibilities

Lead talent development activities to build capability, optimize structure and drive performance across the business. Partner with HR Business Partners and senior leaders to determine people and organizational needs, design interventions (org design, role design, succession, leadership development, change programs) and measure impact. Serve as a subject-matter expert on organization effectiveness, workforce planning and talent architecture. Role reports directly to the CHRO.

The ideal candidate will have a broad background in Human Resources including hands-on experience as an HR Specialist/HR Generalist/HR Business Partner.

Key responsibilities:

• Partner with HRBPs and senior leaders to assess organizational structure, spans of control, role clarity and capabilities; recommend redesigns to improve agility, productivity and cost-effectiveness.
• Lead organization design projects (restructuring, integration, delayering, matrix or hybrid models) including stakeholder engagement, role mapping, grading recommendations and implementation plans.
• Design and implement leadership and management development programs (senior leader, mid-manager, emerging talent) tied to critical competencies and business outcomes.
• Build succession planning and talent review processes for critical roles; facilitate talent calibration sessions and assess bench strength.
• Drive capability-building interventions: job/role design, career frameworks, competency models, learning curricula, coaching, assessments and performance enablement.
• Lead change management for organization transitions: communications, training, role onboarding and adoption tracking.
• Use data and workforce analytics to diagnose gaps, model scenarios (headcount, cost, capability) and measure program ROI (retention, engagement, performance).
• Manage cross-functional projects and vendor relationships (assessment, learning tech, consulting partners).

Qualifications

• 12+ years’ experience in organization design & development, and talent development; progressive HR or HRBP experience strongly preferred.
• Bachelor’s degree in HR, Organizational Psychology, Business or related field; Master’s preferred.