Manager, Organizational Talent Development

The Manager, Organizational & Talent Development lead the development and execution of talent strategies that build the workforce capabilities needed to support the organization’s current and future business needs. This role integrates talent acquisition, workforce planning, learning and development, and leadership development to strengthen organizational effectiveness and proactively address emerging talent needs. This position supports organizational readiness for evolving industry and business needs by strengthening workforce capabilities, leadership development, and organizational effectiveness. The Manager applies a forward-thinking approach to align talent and organizational
development strategies with changing business priorities and future workforce needs. 

ESSENTIAL FUNCTIONS: 
This role will lead workforce planning and talent strategies aligned with organizational priorities, industry trends, and future workforce needs. Identify critical skill gaps and develop strategies to attract, develop, and retain talent in emerging areas. Develop and oversee learning and talent development programs that strengthen technical, operational, and leadership capabilities while supporting workforce growth, upskilling, and career development. Integrate talent development, performance succession, and career planning to strengthen talent pipelines and ensure employees are prepared for current and future organizational needs. Lead leadership development and organizational effectiveness initiatives that strengthen leadership capability, employee engagement, collaboration, change readiness, and organizational performance. Oversee job related assessments and selection tools to support effective and equitable hiring decisions. Partner with Talent Acquisition and appropriate stakeholders to ensure assessments are aligned with job requirements, organizational competencies, and applicable guidelines. The Manager will build strategic workforce partnerships with universities, technical schools, industry organizations, and workforce development partners to strengthen talent pipelines and support future workforce needs. Responsible for using workforce insights and organizational metrics to evaluate talent initiatives, identify opportunities for improvement, and align organizational and talent development strategies with business needs. Perform other duties as directed.
 

LICENSES AND CERTIFICATIONS
A valid driver's license from state of residence is required.

EDUCATION
Bachelor's degree in Human Resources, Organizational Development, Business, or related degree is required. Master's degree is preferred.

EXPERIENCE
6 years of progressive professional experience in Talent Development, Organizational Development, Workforce Planning or HR strategy including 2 years of supervisory experience is required. Experience in utilities, energy, infrastructure, or other regulated/technical industries preferred. Experience in talent strategy, leadership development, organizational development, and change management. Demonstrated ability to align talent initiatives with business and operational priorities and collaborate across functions. Experience using data and workforce insights to support decision-making and measure organizational effectiveness. Experience with employee selection assessments or assessment development preferred. Strong communication, relationship-building, and stakeholder engagement skills.

ADDITIONAL INFORMATION
Must successfully complete NIMS Training within one year of entering job. Work is primarily performed in a professional office environment with frequent interaction with employees, leaders, executives, and external partners. Physical Demands: The position requires occasional travel to MLGW facilities, training sites, colleges and universities, community events, and other business-related locations. Work may involve occasional visits to operational or field locations where appropriate personal protective equipment and adherence to established safety procedures are required. The role may require flexibility in work hours, including occasional early morning, evening, or weekend activities to support training programs, workforce development initiatives, recruiting events, and organizational needs.

THIS LIST OF ESSENTIAL FUNCTIONS IS NOT EXHAUSTIVE AND MAY BE SUPPLEMENTED AS NECESSARY.