Talent Development Manager

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Houston, TX, US

5 days ago Requisition

The Talent Development Manager is responsible for designing, implementing, and continuously improving talent and leadership development strategies that strengthen organizational capability, build leadership effectiveness, and support the growth and retention of employees.

This role partners closely with business leaders, HR Business Partners, and other HR functions to identify organizational, and talent needs and translate them into practical, scalable development solutions. The Talent Development Manager will lead programs and processes related to leadership development, career development, talent reviews, succession planning, employee development, and organizational capability.

The successful candidate will balance strategic program design with hands-on execution and will be comfortable building and evolving talent practices in a fast-paced, growing organization.

• Develop a comprehensive talent development strategy aligned with organizational priorities, workforce needs, and business growth.
• Partner with HR and business leaders to identify critical capabilities, leadership needs, and talent gaps.
• Build scalable talent practices that support employees and leaders across functions and levels.
• Translate business and workforce priorities into actionable development programs and initiatives.
• Evaluate existing talent programs and recommend improvements based on organizational needs, employee feedback, and business outcomes.
• Establish a consistent approach to employee development while allowing flexibility for unique business and functional needs.

• Design and implement leadership development strategies for emerging, new, and experienced leaders.
• Develop programs that strengthen core leadership capabilities, including coaching, feedback, performance management, communication, decision-making, accountability, and team effectiveness.
• Partner with senior leaders to identify leadership capability gaps and appropriate development solutions.
• Support leaders in creating meaningful development plans for themselves and their teams.
• Develop tools, resources, and experiences that reinforce leadership expectations and organizational culture.
• Facilitate leadership development sessions, workshops, and other development experiences as appropriate.

• Lead and support talent review and succession planning processes across the organization.
• Partner with HR Business Partners and leaders to identify critical roles, high-potential talent, successors, and talent risks.
• Establish development strategies for high-potential employees and identified successors.
• Support leaders in assessing talent consistently and making informed development and succession decisions.
• Monitor succession pipelines and development progress for critical roles.
• Develop tools and frameworks that improve talent visibility and support internal mobility.
• Develop frameworks and resources that help employees understand career opportunities and take greater ownership of their development.
• Support the creation and implementation of career paths, development guides, competency models, and capability frameworks.
• Establish practical approaches to individual development planning.
• Promote development through multiple channels, including stretch assignments, mentoring, coaching, job experiences, formal learning, and internal mobility.
• Partner with HR Business Partners and leaders to identify development opportunities for key talent.
• Create resources that help managers have more effective career and development conversations with employees.

• Partner with HR leadership and HR Business Partners to connect performance management with employee and leadership development.
• Translate performance and talent insights into targeted development priorities.
• Support development planning following performance reviews, talent reviews,…