Manager, Talent Development at Tempur Sealy in Lexington, Kentucky

Job Description:

Job Summary

The Manager, Talent Development works to develop the overarching Talent Development Strategy and Archcitecture. This position acts as a talent development liaison and advisor to the organization's leadership and facilitates the organization's initiatives across the organization. The Manager, Talent Development plans, develops, implements and administers HR programs for company employees.This position is also responsible for development and integration of human resource programs and associated projects to achieve strategic business goals and operational objectives.

Essential Duties, Responsibilities, and Key Results Area:

• Directs the needs assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company.


• Identifies/incorporates best practices and lessons learned into program plans.


• Designs and develops HR training programs for management and employees.


• Develops learning activities, audio-visual materials, instructor guides and lesson plans.


• Reviews evaluations of training courses, objectives and accomplishments.


• Makes assessments of effectiveness of training in terms of employee accomplishments and performance.


• Trains employees on HR issues and practices. Presents course materials.


• Consults with management on performance, organizational and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance.


• Work to develop rollout plans for the corporate learning and development objectives and priorities.


• Assess and identify business needs in order to create competency-based talent development and learning solutions that will optimize organization effectiveness and improve workforce performance.


• Collaborate with leaders and key stakeholders to gain commitment from the business when implementing and communicating company-wide learning and development programs.


• Develop a detailed annual L&D calendar and drive communication and coordination of all stakeholders.


• Develop classroom and virtual training that will be delivered to a diverse audience.


• Lead train-the-trainer sessions for internal subject matter experts. Ensure internal subject matter experts are knowledgeable and prepared to facilitate assigned training.


• Design scalable, effective, and sustainable training outlines and pathways that meets the needs of a diverse audience.


• Develop and establish training evaluation metrics to demonstrate whether a training has or has not met the desired business impact, include tracking and reporting on training outcomes.


• Manage relationships with external vendors related to learning and development.


• Take part in other special projects as assigned.