8 to 12 month contract assignment with potential of conversion

Job Title: Talent Development Manager – Succession Planning

Location: Miami, FL

Reports to: Senior Manager, Talent

Position Overview:

The Talent Development Manager will play a critical role in designing, implementing, and managing leadership development initiatives with a focus on succession planning. This role will be responsible for identifying and developing high-potential talent to ensure a strong leadership pipeline across the organization. The ideal candidate will partner with key stakeholders to create comprehensive development plans, assess talent readiness, and drive the execution of leadership programs.

1. Key Responsibilities: Leadership Development Programs:

• Design, implement, and manage leadership development programs (e.g., Embark, Ascend, etc.) aimed at preparing high-potential employees for future leadership roles.
• Collaborate with HR, senior leadership, and department heads to assess the needs of the organization and tailor programs accordingly.
• Continuously improve leadership curricula based on business goals, feedback, and industry trends.

1. Succession Planning:

• Lead the development and execution of a comprehensive succession planning strategy.
• Facilitate talent calibration sessions to identify high-potential leaders and critical roles.
• Collaborate with leaders to assess future talent needs and ensure the development of appropriate succession plans.

1. Talent Assessment & Development:

• Manage talent reviews and 360-degree feedback processes, helping leaders identify strengths and areas for development.

1. Collaboration & Stakeholder Engagement:

• Partner with HR Business Partners, department leaders, and other stakeholders to align talent development strategies with organizational objectives.
• Build strong relationships with senior leaders to champion leadership development and succession planning efforts.
• Ensure alignment between talent development and diversity and inclusion strategies to support a diverse leadership pipeline.

1. Performance & Program Metrics:

• Regularly report on talent development progress, leadership readiness, and pipeline strength to senior leadership.
• Utilize data to make informed recommendations for talent initiatives.

1. Continuous Improvement:

• Stay updated on best practices, trends, and emerging technologies in leadership development and succession planning.
• Lead efforts to integrate new learning methods (e.g., digital learning, coaching platforms, etc.) into the talent development strategy.
• Champion a culture of continuous learning and leadership growth within the organization.

Qualifications: Bachelor’s degree in Human Resources, Organizational Development, Business, or related field (Master’s preferred).

• 5+ years of experience in talent development, leadership development, or a related HR function, with a specific focus on succession planning.
• Proven experience in designing and implementing leadership programs.
• Strong understanding of talent management processes and tools, including performance management, talent reviews, and development planning.
• Excellent communication, facilitation, and stakeholder management skills.
• Data-driven mindset with the ability to analyze metrics and report on program outcomes.
• Experience with learning management systems (LMS) and digital learning tools is a plus.
• Key Competencies: Strategic thinking and business acumen
• Strong collaboration and influencing skills
• Ability to manage complex projects with multiple stakeholders
• High level of integrity and discretion when handling sensitive talent information
• Strong problem-solving and analytical abilities