Director, Talent and Organizational Development

• →Enterprise Talent Development Strategy: Develop and lead a multi-year global talent development strategy aligned with MTI’s business priorities, workforce plans, culture, and operational requirements. Establish annual objectives, governance, roadmaps, and success measures.
• →Strategic Talent Planning: Partner with HR and business leaders to assess current and future capability needs, identify critical skill and leadership gaps, and prioritize enterprise talent initiatives. Integrate development strategies with succession planning, organizational assessment, internal mobility, and workforce planning.
• →Leadership Development: Design and oversee development solutions for new managers, experienced people leaders, high-potential talent, and senior leaders. Ensure programs address leadership fundamentals, performance management, coaching, change leadership, business acumen, and inclusive leadership.
• →Mentoring and Sponsorship Programs: Create, launch, and continuously improve structured mentoring, peer learning, coaching, and sponsorship programs. Define participant criteria, matching processes, resources, expectations, safeguards, and outcome measures.
• →Talent Management Programs: Provide strategic oversight for individual development plans, succession planning, talent reviews, potential assessments, 360-degree feedback, and related leadership development actions. Ensure consistent standards, follow-through, and measurable development outcomes.
• →Global Learning Strategy and Portfolio: Oversee the design, delivery, and evaluation of global learning through instructor-led, virtual, digital, experiential, and blended methods. Establish enterprise curricula, learning pathways, standards, and an annual learning calendar.
• →Compliance Training Governance: Lead the enterprise compliance training strategy and governance process, including identification of required training, assignment protocols, completion monitoring, escalation, documentation, and reporting. Partner with Legal, Compliance, EHS, Information Technology, HR, and regional stakeholders to address country, state, provincial, and local requirements.
• →Learning Management System and Digital Learning: Maintain executive ownership of MTI Academy and the Docebo learning management system. Oversee platform governance, learner data, multilingual content, course administration, vendor management, integrations, user support, and system enhancement priorities in partnership with Information Technology and HR stakeholders.
• →Program Design and Content Quality: Establish standards for instructional design, accessibility, localization, facilitation, communications, and content lifecycle management. Sponsor development of scalable programs and ensure materials remain current, accurate, and business relevant.
• →Onboarding and Employee Development: Oversee the learning and development components of onboarding and early-career integration. Evaluate employee feedback and outcome data, maintain current materials, and strengthen the connection between onboarding, role readiness, and longer-term development.
• →Analytics and Impact Measurement: Create an enterprise measurement framework using participation, completion, proficiency, behavior change, talent movement, business impact, and stakeholder feedback. Use data to evaluate effectiveness, identify risk, improve programs, and report results and recommendations to leadership.
• →Stakeholder and Change Leadership: Serve as a trusted advisor to executive leaders, HR leaders, business units, regional teams, and subject matter experts. Lead communications, adoption planning, facilitator enablement, and post-program reinforcement for major initiatives.
• →Budget, Vendor, and Resource Management: Develop and manage the talent development budget and allocate resources based on strategic priorities and measurable value. Lead vendor selection, contracting support, performance management, and optimization of external partnerships.
• →Team and Functional Leadership: Provide direction, coaching, prioritization, and performance oversight to learning and development employees, contractors, facilitators, and project teams. Oversee all primary duties associated with the Manager, Learning and Development and ensure reliable execution of recurring operations.
• →Operational Excellence and Continuous Improvement: Apply MTI continuous improvement methods, including 5S, Kaizen, Hoshin Kanri, FMEA, Daily Management Control, Standard Work, and structured problem solving. Support Operational Excellence training catalogs, translations, and coordinated delivery across business and regional units.
• →Special Projects: Lead enterprise talent, organizational development, and learning projects as assigned and perform other duties consistent with the scope and level of the position.

The Director, Talent and Organizational Development provides enterprise leadership for MTI’s global talent development strategy and the systems, programs, and governance that support workforce capability. The role translates business strategy and workforce needs into an integrated multi-year talent development roadmap encompassing strategic talent planning, leadership and employee development, mentoring, succession and development planning, compliance training, onboarding, learning technology, and measurement. This position serves as a senior advisor to HR and business leaders, leads cross-functional and global initiatives, and has oversight for all primary responsibilities assigned to the Manager, Learning and Development role.

• Strategy and governance: A clearly defined enterprise talent development roadmap, governance model, annual priorities, and accountable owners.
• Capability and succession: Improved readiness for critical roles through targeted development, mentoring, succession actions, and leadership pipelines.
• Compliance and risk management: Timely, documented completion of required training with clear escalation and audit-ready reporting.
• Learning effectiveness: Demonstrated program value through consistent measurement, stakeholder feedback, behavior change, and business-relevant outcomes.
• Global consistency with local relevance: Common enterprise standards that allow appropriate adaptation for language, legal requirements, culture, and operational need.

Note: Management reserves the right to assign or reassign duties and responsibilities to this job at any time.

The requirements listed in the sections that follow are representative of the knowledge, skills and/or abilities required to perform the duties of this job. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions (primary duties) of the job.

• Education: Bachelor’s degree in Human Resources, Organizational Development, Industrial/Organizational Psychology, Adult Learning, Education, Business Administration, or a closely related field is required. Master’s degree in a relevant field is preferred.
• Experience: 8-10+ years of progressively responsible experience in talent development, learning and development, organizational development, talent management, or a related Human Resources discipline. Experience leading enterprise or global initiatives and influencing senior leaders is required.
• Preferred experience: Experience in a global, matrixed, industrial, manufacturing, or similarly complex organization; responsibility for compliance training governance; and direct or indirect leadership of teams, facilitators, vendors, or cross-functional project resources.
• Technology: Demonstrated proficiency with learning management systems and digital learning tools. Experience with Docebo, PeopleSoft, Microsoft 365, reporting tools, and multilingual learning administration is preferred.
• Methods and knowledge: Strong knowledge of adult learning, instructional design, leadership development, mentoring, succession planning, talent reviews, 360-degree feedback, program evaluation, change management, and learning analytics.
• Communication and influence: Executive-level written, verbal, facilitation, consultation, and presentation skills, with the ability to translate business strategy into practical talent solutions and influence across functions, regions, and levels.
• Business and analytical capability: Strong strategic thinking, project and portfolio management, financial stewardship, data analysis, vendor management, and decision-making skills.
• Professional attributes: High integrity and discretion; sound judgment; self-direction; organizational agility; cultural awareness; adaptability; collaboration; and the ability to manage multiple priorities and confidential information.

The position is typically performed in a controlled office or approved remote environment and requires regular use of computers, collaboration platforms, telephones, and standard office equipment. The employee must be able to communicate effectively with internal and external stakeholders across time zones. The work schedule is generally during normal business hours; however, flexibility may be required to support global meetings, deadlines, travel, implementations, and other business needs. Reasonable accommodation may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

A new employee hired into this position must complete required new employee, job-specific, safety, information security, compliance, and other assigned training. Additional or refresher training will be required when duties, systems, legal requirements, or workplace risks change, or as management deems appropriate.

Federal Applicant Information