The Manager, Talent Management & Development, is a key member of the Talent Center of Excellence, responsible for designing, delivering, and optimizing enterprise talent strategies that strengthen leadership capability and internal talent pipelines. This role integrates talent management, employee and leadership development, coaching, mentorship programming, and change management to enhance organizational capability and readiness. This position will play a key role in driving end-to-end processes across performance management, succession planning, learning, and employee development.

The ideal candidate is a strong facilitator, experienced practitioner, and strategic thought partner who can drive enterprise practice excellence while also rolling up their sleeves to deliver high‑impact development solutions.

The successful candidate will be responsible for

Analyzing organization's culture, structure, and processes as well as developing and implementing initiatives to promote organizational development and effectiveness.
Execute Talent Management Strategy for the region, leading annual and cyclical talent processes including performance reviews, goal setting, succession planning, and talent reviews.
Design and implement employee development and leadership development programs for the region
Implementing Mentorship program for the region
Provide effective coaching to managers and leaders in the organization to enhance performance, develop leadership skills, and achieve professional goals.
Facilitating change management initiatives and ensure adoption.

Essential Functions of this Position

Talent Development

Design and deliver employee development and leadership development programs aligned to enterprise capability needs.
Manage end-to-end program execution: curriculum design, vendor oversight, facilitation, evaluation, and continuous improvement.
Develop scalable learning pathways that support growth across early‑career, mid‑career, and leadership levels.
Integrate adult learning principles, instructional design best practices, case-based learning, experiential learning, and assessment tools.
Build leader capabilities in coaching, performance conversations, and talent development practices.
Facilitate high‑impact leadership workshops and development sessions.
Curate internal and external content, including partnerships with global providers, universities, and leadership institutes.
Analyze and assess the organization's current state and identifying areas to enhance organizational performance in collaboration with global talent and skill development team and HRBP and Executive Leadership team.
Assess, recommend, create, and implement leadership development processes, tools, resources, and solutions and/or organization development interventions based on strategic or tactical business plans.
Deliver leadership development courses and workshops in alignment with organization’s goal.
Utilize expert facilitation skills in conducting leadership and professional development programs for mid to senior level leaders across the organization.
Maintain knowledge of industry trends in leadership development
Developing and implementing metrics to analyze the impact of talent management initiatives.

Talent Management

Manage the Performance Management process for the region.
Design, build, and continuously improve the enterprise Talent Management Framework.
Lead and facilitate Talent Reviews with HRBPs and business leaders to identify high-potential talent and assess bench strength.
Drive a disciplined succession planning process for critical roles, including risk assessment, readiness evaluation, and development action planning.
Build strong internal talent pipelines and increase internal fill and time‑to‑ready outcomes.
Serve as the functional owner of SAP SuccessFactors Performance & Succession, ensuring system alignment, process optimization, and user adoption.
Generate and analyze talent reports for leadership, including performance distribution, bench strength, and readiness pipelines.

Coaching

Provide individual and group developmental coaching to employees and leaders, leveraging ICF‑aligned coaching models.
Conduct coaching intake sessions, goal-setting, feedback assessments, and progress tracking.
Use a variety of coaching tools, methodologies, and assessments to tailor development plans.
Support the internal coaching strategy and coach referral process, where applicable.
Partner with HRBPs and leaders to align coaching outcomes with organizational needs and talent review insights.
Provide guidance and support to help managers and leaders navigate complex organizational dynamics and interpersonal relationships.

Regional Mentorship Program

Lead the Regional Mentorship Program, including program design, cohort launch, mentor/mentee matching, and ongoing engagement.
Develop program materials, playbooks, learning experiences, and communication campaigns.
Train mentors and mentees on expectations, coaching behaviors, and development tools.
Monitor program outcomes, feedback, completion, and long-term development impact.
Scale program practices to other regions as needed.
Collaborate with HRBP, business leaders, global mentorship program partners to establish a cohort of mentors and mentees.
Provide ongoing education workshops to mentors at least once per quarter throughout the year.
Program evaluation over the course of the live program and at the end of the program.

Change Management

Lead change management efforts for Organizational initiatives and Talent COE initiatives, including new processes, tools, and development programs.
Create change strategies that include stakeholder analysis, communications, leader engagement, training, and reinforcement.
Coach HRBPs and leaders on change management principles to increase adoption and minimize resistance.
Measure change impact and adjust strategies to ensure sustained behavior change.
Developing and implementing change management plans and strategies to minimize disruption and ensure a smooth transition.
Collaborating with leadership and stakeholders to communicate changes and build support.
Fostering a culture of continuous improvement and employee engagement.

Position Qualifications

Bachelors in Organizational Development, I/O Psychology or Master's degree in HRM, Organizational Development, or a related field
Minimum 7 years of experience in a similar role.
Proven track record of developing and implementing Organizational Development initiatives.
Knowledge of SAP SuccessFactors Performance Management , Succession Management , Learning Management system
Experience with talent management technology and tools
Certification in organizational development or a related field Certified Professional in Learning and Performance – CPLP
Certifications in Change Management like (CMP), (CCMP), or related
Project management certifications like PMP, PRINCE2 or related
Certification in any well-known leadership development program (Covey, CCL, Eagles Flight) or related
Certification in Coaching from ICF at ACC, PCC, or MCC preferred.
Up to 10% travel required

What do we offer?

WACKER is an equal opportunity employer committed to diversity, equity, inclusion, and sustainability. We are innovators, researchers, and pioneers and we believe that our individual differences are our collective strength. We foster an inclusive environment that promotes individuality, celebrates diversity, and builds cohesive teams. Together, we create exceptional value for our employees, our customers, and our communities by creating a culture of inclusion and equity that enables, empowers, and values our diverse contributions.

WACKER strives to reward its employees in a fair and equitable manner. Our Total Rewards Package considers employee wellbeing and is comprised of compensation, benefits, work-life balance, performance & recognition, and career development.

Compensation and Incentive plans
Medical, Dental, and Vision Insurance effective day 1
Paid Time Off in addition to personal days and holidays
Paid parental leave
Wellbeing fund
Flexible hybrid work arrangements
401(k) with company match
Education Assistance Program
Career development and advancement opportunities
Support for Community Involvement

We are looking forward to your online application at www.wacker.com.
Reference Code: 30773

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The information contained herein is not intended to be an all-inclusive list of the duties and responsibilities of the job, nor are they intended to be an all-inclusive list of the skills and abilities required to do the job.

A minimum requirement for this US-based position is the ability to work legally in the United States on a permanent unrestricted basis. Visa sponsorship is not available for this position, including for any type of US permanent residency (e.g., for a green card).

WACKER is proud to be an Equal Opportunity/Affirmative Action Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class.

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