Sr. Manager, Talent & Organizational Development

Overview

Find a Better Way...

...to use your skills and experience.

This is the time to let your talent come to life. To maximize your knowledge and use it for the greater good. To work with the best professionals using state-of-the-art technology, and improve lives with your innovative ideas and ambitious dreams. Find a better way: the Sysmex Way.

...to improve the lives of others.

Headquartered in Kobe, Japan, Sysmex is located in Lincolnshire, Illinois. Renowned worldwide for the very finest in quality, innovative diagnostic equipment and information-management systems, we apply science to enhance the quality of life on a global scale. Our agile, resourceful team is committed to realizing critical breakthroughs in laboratory diagnostics, information technology, workflow analysis and life sciences for the clinical laboratory.

...to build a promising future.

We currently have a great opportunity available for a Talent & Organizational Development Senior Manager. The Senior Manager, Talent & Organizational Development supports the development of and leads the execution of a talent and leadership development portfolio across Sysmex America, working closely with the Americas functions. Working within strategic priorities established by Sysmex Corporation and SAI leadership, this role translates business strategy, workforce insights, and organizational capability needs into scalable programs, tools, and operating practices that strengthen leadership effectiveness, succession readiness, career growth, associate retention, and long-term organizational performance.

Reporting to the Director, Corporate Communications, Strategy & Talent Development, this role serves as an internal consultant and talent development subject-matter expert. The Senior Manager partners closely with HR Business Partners, regional HR teams, business leaders, global colleagues, and cross-functional partners to implement consistent frameworks, strengthen existing programs, and deliver measurable solutions aligned with the Sysmex Way, Elevate
128, and One Americas priorities.

Essential Duties and Responsibilities:

• Develop and lead the Talent & Organizational Development roadmap, annual operating plan, governance, and intake and prioritization process within enterprise priorities established by the Director and HR leadership.

• Translate the Sysmex Way, Elevate
  128, associate engagement insights, workforce needs, and business priorities into an integrated portfolio of talent and leadership development solutions; recommend which programs should be sustained, redesigned, expanded, integrated, or retired.

• Design, deliver, and continuously improve development pathways for emerging, new, experienced, and senior leaders, including leadership expectations, curricula, cohort experiences, manager tools, action learning, coaching, mentoring, assessments, and reinforcement strategies.

• Develop and maintain consistent processes and tools for critical-role identification, talent reviews, calibration, succession planning, successor readiness, development planning, and differentiated development for high-potential and critical talent. Equip leaders and HR Business Partners to facilitate effective talent discussions, while business leaders retain accountability for individual talent assessments, succession selections, readiness determinations, and development commitments.

• Provide portfolio leadership for priority development experiences, including onboarding, SysMED, Business Essentials, manager and leadership programs, career development, mentoring, team effectiveness, and self-directed learning resources.

• Consult with leaders, HR Business Partners, and HR process owners to determine leadership, capability, and team-effectiveness needs; recommend practical solutions connected to business outcomes; and strengthen alignment across talent development, succession, engagement, workforce planning, and performance-management processes.

• Design or facilitate leadership workshops, team-development sessions, and approved capability assessments. Establish consistent facilitation standards and guardrails, build internal facilitation capability, and engage qualified external facilitators, coaches, or consultants when appropriate.

• Establish meaningful measures of program reach, learner experience, application, leadership capability, succession health, career movement, and business impact. Lead regular portfolio reviews and maintain dashboards, operating calendars, documentation, and…