People Development Manager - Jeeter

The People Development Manager will drive talent development initiatives for a fast-growing workforce of employees across multiple states. This individual will lead the design, implementation, and evaluation of learning and development programs to enhance employee engagement, skill development, and career growth. This role will ensure the organization is prepared for future growth by identifying talent gaps, developing career pathways, and creating proactive solutions to build internal leadership pipelines.

Key Responsibilities:

1. Learning and Development Strategy

• Develop and execute scalable learning strategies aligned with company goals.
• Assess training needs across all levels and create targeted development plans.
• Build leadership development programs to prepare high-potential talent for future roles.

1. Program Design and Delivery

• Design and deliver engaging training content through in-person, virtual, and hybrid formats.
• Manage the deployment of e-learning tools and platforms, ensuring an excellent user experience.
• Collaborate with department leaders to create role-specific learning tracks.

1. Performance Management and Growth

• Oversee the performance management cycle, including goal setting, feedback, and evaluations.
• Foster a culture of continuous learning and career development.
• Support employees with personalized development plans aligned with organizational needs.

1. Workforce Planning

• Collaborate with leadership to develop strategies to address skills gaps and resource shortages.
• Create and maintain workforce planning models to support business goals and expansion plans.
• Monitor industry trends and labor market data to inform workforce strategies.

1. Succession Planning

• Develop and implement a comprehensive succession planning framework.
• Partner with leadership to identify critical roles and assess high-potential talent.
• Facilitate talent reviews and succession planning sessions with department heads.
• Build development plans for identified successors to ensure readiness for future roles.

1. Leadership Development

• Design and deliver leadership training programs that align with succession plans.
• Create pathways for career progression and growth, with a focus on internal promotions.
• Implement coaching and mentoring programs to develop leadership capabilities.

1. Culture and Retention

• Promote a culture of growth and internal mobility.
• Develop strategies to retain key talent and address turnover risks.
• Ensure diversity, equity, and inclusion are integral to workforce and succession plans.

1. Employee Engagement and Retention

• Partner with HR and leadership to implement initiatives that enhance employee satisfaction.
• Lead mentoring and coaching programs to support career advancement.
• Serve as a resource for employee-driven learning needs and requests.

Qualifications:

• 10+ years of experience in learning and development or a related role.
• Experience supporting multi-state or geographically distributed teams.
• Proven ability to design and implement scalable learning programs.
• Strong knowledge of e-learning tools, LMS platforms, and instructional design.
• Exceptional communication and facilitation skills.
• Data-driven mindset with experience using analytics to drive decisions.
• Ability to manage multiple priorities and deadlines in a fast-paced environment.
• Bachelor's degree in Human Resources, Organizational Development, or a related field preferred.