Associate Director, Talent and Development Programs

responsible for leading core talent and development initiatives that strengthen leadership, managerial and critical capabilities in support of key business areas across the company. The role helps translate business priorities and long‑term growth needs into a coherent roadmap, from clarifying enterprise requirements and defining solutions to guiding implementation, measurement and continuous improvement across regions and functions.

by overseeing delivery at scale, shaping how learning technology and external partners are used and applying clear governance standards, this position helps ensure employees and leaders at all levels develop the capabilities required for current performance and future growth. It also plays an active role in shaping the culture of the company by connecting engagement insights with talent and development decisions, supporting meaningful follow up to listening efforts, and embedding inclusion and deib principles into leadership development, manager practices and key people processes.

program management across core talent and development focus areas

• act as the primary talent and development point of contact for operations and merchandising across the region, leading the full lifecycle and governance of core initiatives that support key business areas. This includes clarifying problems and objectives, designing solutions, piloting, scaling across countries and coordinating timelines, communications, stakeholders, partners and logistics so efforts remain aligned, resourced and visible to regional and corporate leadership.
• develop, in close partnership with pobps and business leaders, scalable learning experiences and resources for critical supervisor and manager roles, combining train‑the‑trainer approaches, blended delivery methods and practical materials that are aligned with leadership attributes, performance expectations and succession needs and can be adapted across countries.
• lead a coherent leadership development offering across business verticals, including experiences for first‑time people managers, individual contributors preparing for their first manager role and leaders of leaders who manage managers and multi‑site teams.
• own talent and development initiatives that drive diversity, equity, inclusion and belonging (deib), ensuring these principles are reflected in leadership programs, manager development and key people processes, and that commitments are clear and visible across business verticals.
• lead strong listening practices and voice of the employee (voe) efforts, including engagement surveys, pulses and follow‑up action plans, and ensure that insights are discussed with leaders and translated into concrete changes at team, function and enterprise level.
• advise senior and functional leaders on talent and development priorities, options and tradeoffs, using data, feedback and insights to support decisions on where to focus, how to sequence efforts and how to invest in capabilities over time.
• reinforce leadership accountability by co‑leading enablement for performance review cycles, talent mapping and leadership attributes assessments, including training and the design and implementation of communication plans across functions and countries, and by helping monitor outcomes, risks, bench strength and follow‑up actions for the groups in scope across all business verticals.
• inform adjustments, investment decisions and forward planning for senior leadership by defining kpis and simple roi criteria for priority initiatives, partnering with people analytics, pobps and it to track adoption and impact, and using dashboards and basic analyses to surface clear, actionable insights.

• drug testing
• flexible shifts
• travel: periodic travel across latam and the caribbean

• minimum ten years of experience in learning and development, organizational development, talent management, or hr program management, with direct ownership of delivery and execution.
• experience building or managing large‑scale talent or…