SUMMARY

The Sr. Training Manager, Talent Management will design, implement, and oversee initiatives that accelerate employee development, improve retention, and build a strong leadership pipeline. This role will lead efforts to implement strategic employee and leadership development programs, and address skill gaps to ensure the workforce can meet the organization’s growth needs.

QUALIFICATIONS

• Bachelor’s degree in Human Resources, Organizational Development, or a related field (Master’s preferred).
• 8+ years of experience in Learning & Development, Talent Development, or Organizational Development roles.
• Proven track record of designing and implementing leadership and employee development programs.
• Strong analytical skills with experience tracking program metrics and outcomes.
• Excellent communication (written and verbal) and stakeholder management skills.
• Knowledge of learning technologies and platforms, including learning and knowledge management systems.
• Proven experience creating and executing employee development programs.

o Design targeted upskilling and reskilling programs to address identified needs.

• Performance Metrics & Reporting

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Talent Development:

o Lead the design and execution of employee development programs targeting high potentials, new managers, and emerging leaders ensuring they have the skills to succeed in their new roles.

• Focus on critical skills, certifications, and competencies
• May include individualized programs, curated content, inhouse developed eLearning and ILT, and third-party content

o Create and maintain career pathways that align with roles and opportunities across Direct Line CBRE.

o Establish mentoring and coaching programs to support leaders in achieving personal and professional growth.

• Skill Gap Analysis & Solutions:

o Design and implement a robust process for evaluating succession plans and identifying high-potential employees.
o Conduct regular skill gap analyses to identify areas for improvement across departments.

o Design targeted upskilling and reskilling programs to address identified needs.

• Performance Metrics & Reporting:

o Drive participation and completion rates in leadership and core skills training.
o Track and report on program outcomes, including retention rates, program attendance, and employee satisfaction.

o Use data insights to refine and scale programs as needed.

• Stakeholder Collaboration:

o Partner with department heads to align development initiatives with business goals.

o Work closely with Human Resources, Talent Acquisition, and Operations to integrate employee development activities into the flow of work.

• Culture of Learning:

o Foster a culture of continuous learning by promoting ongoing professional development opportunities.
o Recognize and celebrate employee learning milestones and achievements.