Career Development Manager - Hybrid

Responsibilities

• Design and own an end-to-end, company-wide career development strategy aligned with business goals, workforce plans, and priorities
• Define clear career philosophies, principles, and frameworks applicable across functions
• Ensure career development approaches are accessible to all levels of the organization
• Develop and deliver scalable career development programs, including:
• Career planning and navigation resources
• Manager enablement tools for career conversations
• Employee self-service career exploration tools
• Workshops, learning series, and digital content
• Pilot initiatives, gather feedback, and refine programs for enterprise rollout
• Balance consistency with local or functional customization
• Partner closely with HR Business Partners, Learning, Talent Acquisition, and business leaders
• Serve as a subject-matter expert and advisor to leaders and managers on career development best practices
• Collaborate with HR technology team to enable and enhance career platforms and tools
• Support and promote internal mobility strategies by aligning career pathways with talent pipelines and workforce needs
• Integrate career development into performance, learning, and succession processes
• Identify barriers to career progression and recommend data-informed solutions
• Define success metrics tied to engagement, internal moves, participation, and manager capability
• Analyze feedback and workforce data to assess program effectiveness
• Continuously evolve offerings based on business needs, employee feedback, and industry trends
• Establish and maintain clear governance, standards, and documentation for career development programs
• Develop communication strategies to drive awareness, adoption, and sustained engagement across the enterprise
• Ensure content and messaging are consistent, accurate, and aligned with company policies

Qualifications

• 6–10 years of experience in career development, talent management, learning & development, or HR program management
• Demonstrated experience designing and deploying large-scale, cross-functional programs
• Strong understanding of career frameworks, adult learning principles, and workforce development
• Proven ability to influence without authority and partner with senior leaders
• Bachelor’s degree in Human Resources, Organizational Development, Psychology, Business, or a related field
• Enterprise program design and execution
• Strategic thinking with strong attention to operational detail
• Stakeholder management and facilitation
• Data analysis and outcome measurement
• Excellent written and verbal communication
• Change management and continuous improvement mindset
• High degree of discretion, professionalism, and employee advocacy