895 Talent Development Director jobs in the United States

Summary:

Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

Education/Training & Experience:

Required:

Bachelor’s Degree in Management, Education, Organizational Development or related field.

Must have at least five (5) years of management experience in corporate leadership development, performance management, and/or development consulting.

Preferred:

Master’s Degree in Management, Education, Organizational Development, Instructional Design or related field.

Knowledge/Skills/Abilities:

• Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment.
• Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence.
• Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.).
• Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development.
• Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills.
• Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems.
• Strong communication (written and verbal), organizational, analytical and problem-solving skills.
• Negotiation and persuasion skills with the ability to build win-win solutions.
• Ability to work without close supervision or professional guidance and to exercise independent judgement.
• Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians.
• Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc.
• Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals.
• Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians.
• Ability to plan and schedule tasks and projects and to maintain control of own workflow.
• Skill in developing and implementing short term and long-range plans.

Key Job Responsibilities:

• Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards.
• Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles.
• Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH.
• Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization.
• Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits.
• Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology.
• Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation.
• Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom.
• Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders.
• Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals.
• Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level.
• Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years.
• Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps.
• Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience.
• Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level.
• Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions.
• Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions.
• Revises and manages the Leader and Associate Performance Evaluations process.
• Leads and supports change management activities for major projects as well as organizational or process change.
• Oversees LMS Admin in obtaining and maintaining IACET course approvals
• Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity.
• Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements.

Supervision Provided by this Position:

• The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team.

Summary:

Responsible for accelerating leadership and talent development across the organization and provides tools and frameworks needed to be successful in a purposeful, inclusive and service-driven culture. Manages and supports the assessment of organizational needs and the design, implementation, and evaluation of programs that facilitate the professional development and continuous practical learning solutions of emerging leaders, leaders and executives. Identifies, plans, administers and evaluates training and development initiatives that are driven by the strategic performance needs of the organization and in accordance with IACET standards, requirements and regulations. Responsible for managing the new Associate orientation and onboarding process and additional projects, committees and special events geared towards workforce retention and development. Models appropriate behavior as exemplified in MLH Mission, Vision and Values.

Education/Training & Experience:

Required:

Bachelors Degree in Management, Education, Organizational Development or related field.

Must have at least five (5) years of management experience in corporate leadership development, performance management, and/or development consulting.

Preferred:

Masters Degree in Management, Education, Organizational Development, Instructional Design or related field.

Knowledge/Skills/Abilities:

• Excellent leadership skills with a philosophy of creating a high-trust culture that empowers associates as individual contributors and fosters a strong team environment.
• Experience teaching, and/or leading group discussions of diverse individuals in respectful, equitable, and inclusive ways. Strong knowledge and skills related to leadership development competence.
• Strong working knowledge with various assessment tools for leadership development programs (i.e. 360 degree feedback, etc.) and managing third party providers (e.g. executive coaches, L&D vendors, etc.).
• Knowledge of principles and practices for training and development, including the ADDIE model for curriculum development.
• Must be proactive and have the ability to foster innovative approaches in a complex system, and measure and evaluate the effectiveness of programs and initiatives. Excellent project management skills.
• Strong critical thinking skills, using logic and reasoning to identify alternative solutions to problems.
• Strong communication (written and verbal), organizational, analytical and problem-solving skills.
• Negotiation and persuasion skills with the ability to build win-win solutions.
• Ability to work without close supervision or professional guidance and to exercise independent judgement.
• Ability to understand and prepare complex written materials, such as business plans, and ability to communicate verbally with all levels of Associates, management, and physicians.
• Proficient in systems software applications, preferably Excel, Word, Microsoft Office, etc.
• Ability to lead and motivate individuals and groups of people toward the accomplishment of work and organizational goals.
• Skill in negotiating with and between individuals and groups of people, including Associates, management, and physicians.
• Ability to plan and schedule tasks and projects and to maintain control of own workflow.
• Skill in developing and implementing short term and long-range plans.

Key Job Responsibilities:

• Develops and expands leadership development programs, initiatives and delivery of strategic learning solutions, including planning, content development, execution, evaluation, curriculum development and continuous learning in accordance with ICAET standards.
• Creates and facilitates critical learning initiatives and organizational strategy and impact, with a focus on talent development programs such as career pathing and mentoring, tied to advancing diversity, equity and inclusion for candidates to leader roles.
• Works closely with senior leaders to translate the current and future development needs into L&D strategies and practices that help grow emerging leaders, builds excellent management, and supports high performing teams at MLH.
• Collaborates with internal HR business leaders to assess performance gaps and respond to organizational development issues through creative and innovative programs to accelerate leadership and management competencies needed to improve business results. Consults with key stakeholders in the development, planning, and execution of culture-shaping strategy that aligns the workforce with strategic goals of the organization.
• Partners with external vendors as needed to enhance overall program design and experiential learning programs to increase leadership effectiveness. Partners with HR stakeholders on processes that contribute to workforce retention, such as succession planning, onboarding improvements and other development pursuits.
• Creates and communicates development pathways for Associates and Leaders in support of talent development and succession planning initiatives that are user-friendly, using various blended learning methods and evolving technology.
• Implements training and development initiatives that are driven by strategic performance needs of the organization. This includes needs assessment, curriculum and course design, program and course development, piloting and delivery scheduling and evaluation.
• Supports the delivery and facilitation of leadership programs to include workshops, coaching, presentations, group discussions, leadership forums, and team simulations delivered via all types of modalities, including face-to-face and virtual classroom.
• Supports the development of business related experiential learning solutions as well as individualized talent solutions to include a range of experiences and exposure opportunities for front-line and experienced leaders.
• Ensures leader support and reinforce development plans for their direct reports by providing appropriate training, coaching, and experiences to grow their capabilities as they pursue their career goals.
• Researches industry trends, technology, best practices and proactively leverage L&D metrics and analytics to inform and re-imagine curriculum decisions and designs and elevate our capability to the next level.
• Build an L&D budget based on the cost and benefits of solutions that support strategic priorities over the next five years.
• Analyzes Associate feedback and performance data, to measure, identify and eliminate performance gaps.
• Develops partnerships and affiliations with various providers and organizations to optimize and promote family and patient-centered care. Serves as key partner in building the patient and family centered care environment and experience.
• Provides consultation, design and implementation of processes that build Associate engagement at the system, facility and department unit level.
• Provides consultation in assessing team effectiveness and facilitating the design and implementation of appropriate interventions.
• Serves in conjunction with other roles and capacities within the organization that support the development of the leader competencies defined by MLH as desired behaviors in all individuals in leadership positions.
• Revises and manages the Leader and Associate Performance Evaluations process.
• Leads and supports change management activities for major projects as well as organizational or process change.
• Oversees LMS Admin in obtaining and maintaining IACET course approvals
• Creates and shares progress and learning completion reports with HRDs and operational leaders. Produce ad hoc reports using data available in LMS and/or other sources, maintaining data integrity.
• Ensures upkeep of training records related to IACET through agreed processes. Administers evaluation process and compiles evaluation responses in accordance with IACET annual reporting requirements.

Supervision Provided by this Position:

• The incumbent will have primary responsibility for talent development training programs, projects, committees, and special events as assigned. The incumbent will also manage the Organizational & Talent Development team.

• Developing and implementing a comprehensive global talent acquisition strategy to attract diverse and highly qualified candidates.
• Overseeing the entire recruitment lifecycle, from sourcing and screening to interviewing, selection, and onboarding.
• Designing and executing robust talent development programs, including leadership training, career pathing, and succession planning.
• Creating and managing performance management systems that foster continuous improvement and employee growth.
• Developing and implementing competitive compensation and benefits strategies to attract and retain key talent.
• Ensuring compliance with all relevant employment laws and regulations in all operating jurisdictions.
• Serving as a trusted advisor to senior leadership on all talent-related matters.
• Championing a culture of learning, development, and high performance throughout the organization.
• Leveraging HR analytics and metrics to inform strategic decisions and measure the effectiveness of HR initiatives.
• Managing and developing a high-performing HR team dedicated to talent acquisition and development.

• Master's degree in Human Resources Management, Business Administration, or a related field.
• A minimum of 10 years of progressive HR experience, with at least 5 years in a senior leadership role focused on talent acquisition and/or development.
• Proven experience in developing and implementing global talent strategies in complex organizations.
• Deep expertise in recruitment best practices, employer branding, and diversity & inclusion initiatives.
• Extensive knowledge of learning and development methodologies, succession planning, and performance management systems.
• Strong understanding of compensation and benefits design and administration.
• Exceptional leadership, communication, and influencing skills, with the ability to build strong relationships at all levels.
• Proficiency in HRIS systems and talent management software.
• Ability to thrive in a fast-paced, dynamic, and international environment.

• Develop and execute a cutting-edge talent acquisition strategy to attract, engage, and hire qualified candidates across all levels of the organization.
• Oversee the entire recruitment lifecycle, including sourcing, screening, interviewing, and offer negotiation.
• Implement and manage robust employee development programs, including training, mentorship, and career pathing initiatives.
• Design and lead performance management systems that foster continuous feedback and employee growth.
• Develop and implement strategies to enhance employee engagement, retention, and overall workplace culture.
• Manage the HR budget for talent acquisition and development, ensuring cost-effectiveness and optimal resource allocation.
• Collaborate with executive leadership to forecast future talent needs and develop proactive workforce planning.
• Ensure compliance with all relevant labor laws and regulations.
• Lead and mentor the talent acquisition and HR development teams.
• Analyze HR metrics and data to identify trends, measure program effectiveness, and inform strategic decisions.
• Champion diversity, equity, and inclusion initiatives within recruitment and development processes.
• Develop employer branding strategies to attract and retain top talent.
• Oversee the onboarding process to ensure a smooth and positive experience for new hires.

• Master's degree in Human Resources, Business Administration, Organizational Psychology, or a related field. PHR or SPHR certification is highly preferred.
• Minimum of 8-10 years of progressive experience in Human Resources, with at least 4 years in a leadership role focused on talent acquisition and/or organizational development.
• Demonstrated success in developing and implementing strategic talent acquisition and development programs.
• Expert knowledge of current recruitment best practices, HR technologies, and employment law.
• Exceptional leadership, communication, and interpersonal skills.
• Proven ability to influence and partner with senior executives.
• Strong analytical and problem-solving abilities with a data-driven approach.
• Experience managing budgets and vendor relationships.
• A strategic mindset with a passion for building and developing talent.
• Experience in a fast-paced, growth-oriented environment is advantageous.

HR Works, Inc. is seeking an HR Management Services Intern to join the team (on-site) in our HR Management Services (HRMS) division in Spring 2026 . This is an exciting, paid opportunity, to gain knowledge and hands on experience across all facets of HR while assisting with a variety of HR-related tasks and projects, such as recruiting, new hire onboarding, employee handbook development, job descriptions, HR Assessments, and more. If you are ready for exposure to a wide range of HR functions and learn about the unique aspects of HR consulting, we encourage you to apply to HR Works!

ESSENTIAL FUNCTIONS

• Provides support to team members as needed including but not limited to posting jobs, screening resumes, development of employee handbooks, job descriptions, HR assessments, personnel file and I-9 Audits, FLSA assessments, compensation benchmarks, etc.
• Shadows Consultants supporting the HR virtual helpline and assists with researching information necessary to respond to inquiries.
• Attends team meetings and completes required training, as assigned.
• Accomplishes all other duties and tasks as appropriately assigned or requested.

• Develop an understanding of Human Resources consulting and client management.
• Develop an understanding of federal and state employment law requirements, best practices for documentation, and effective research skills.
• Learn the functionality of various HR technology platforms
• Gain experience within an office environment and practice professional communication skills on-site and with remote team members.
• Gain exposure to other departments/HR functions to understand the Human Resources field as a whole.

• Rising Junior or Senior, pursuing a degree in Human Resources, Business and/or related field.
• At least one year of customer service experience is preferred.

• Excellent customer service and follow through skills.
• Proficient computer and technology skills; ability to learn and use multiple systems and software.
• Effective communication (verbal and written) and interpersonal skills.
• Attention to detail.
• Ability to work under pressure with multiple priorities and deadlines.
• Ability to maintain a high level of confidentiality.

• Best Company to Work in New York State - Our 15thConsecutive Year on the List!

• Recipient of Rochester Business Ethics Award

• Rochester Top 100 and INC 5000

• A certified great Place to work.