Senior Manager, Career and Performance Development

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Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.

As Senior Manager, Career & Performance Development, you will own the enterprise strategy for how Trane Technologies develops talent across career stages and sustains a high-performance, development culture. You will architect scalable solutions - not just programs - across three interconnected domains: early career talent development, mid-career acceleration, and the continuous improvement of our enterprise Performance & Development Connections (PDC) framework.

You bring external perspective, evidence-based practice, and the credibility to influence C-suite and regional leaders while developing a high-performing COE team.

This is a role for a practitioner-strategist who sees career and performance development as a lever for business and culture outcomes.

• Evolve the design for the enterprise approach to career development, and implement a cohesive ecosystem, that is scalable, offers opportunity for all, and is anchored to business capability needs and succession priorities.
• Translate talent strategy into clear, practical and scalable accelerated talent frameworks to develop top talent, increase their readiness for their destination roles, and improves overall succession strength.
• Continuously improves Trane Technologies early-in-career cohort programs & mid-career acceleration pathways, partnering with business leaders and business talent councils.
• Partners with the Global Talent & Succession Lead, Region and Business HR Leaders, and Talent Councils to assess development gaps and translate them into scalable, differentiated solutions - knowing when to build, buy, borrow, or retire a program.
• Establish clear metrics and evaluation frameworks that demonstrate program impact on retention, readiness, and pipeline health - and present findings and recommendations to senior HR and business leadership.
• You will position Trane Technologies as best-in-class company and point of reference for benchmarking for developing and implementing innovative and forward-looking talent development practices.

• Lead the enterprise PDC approach, owning the philosophy, process architecture, and annual calendar - ensuring it drives accountability, meaningful conversations, inclusive leadership and results.
• Own the assessment and evaluation techniques embedded in the PDC cycle, designing tools and approaches that generate valid, actionable insight into employee performance and development across the enterprise.
• Partner with Workday Talent product owner to optimize technology configuration, maximizing adoption, user experience, and data integrity across the performance and development cycle.
• Build capability in HRBPs and people managers through targeted enablement - developing facilitation guides, toolkits, and learning experiences that shift mindsets and elevate practice quality.

• Build and leverage data sets that measure short-, mid-, and long-term program effectiveness and impact, connecting talent development outcomes to business performance indicators.
• Define and track key metrics across career development programs and the PDC cycle, translating insights into clear narratives for senior stakeholders.
• Drive continuous improvement of the PDC approach by synthesizing…