Talent Development Manager
Talent Development Strategy
The Talent Development Manager is responsible for developing and executing GPC's talent development strategy in alignment with organizational growth objectives. This includes building scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building. The role also involves establishing and maintaining a roadmap for learning, development, onboarding, and talent management initiatives. Additionally, this position requires partnering with senior leaders to identify workforce capability gaps and organizational development opportunities.
Workforce Academy Leadership
Provides strategic oversight of the Workforce Academy and related workforce development programs. Establishes academy goals, performance measures, and success metrics. Evaluates program effectiveness, throughput, quality, retention outcomes, and workforce readiness results. Supports the expansion of academy programs as hiring and business needs evolve.
Talent Management & Succession Planning
Designs and implements succession planning processes across the organization. Partners with leaders to identify critical roles, successors, and development needs. Develops talent review processes and workforce planning tools. Establishes career pathing and development frameworks for key employee populations. Supports internal mobility and employee growth initiatives.
Leadership Development
Designs and implements leadership development programs for supervisors, managers, and emerging leaders. Creates development resources, learning programs, and leadership tools that improve organizational effectiveness. Partners with business leaders to strengthen leadership capability and bench strength. Supports coaching and development initiatives across the organization.
Learning & Development
Establishes enterprise learning strategies and training frameworks. Identifies learning needs across departments and workforce populations. Evaluates and implements development solutions that improve employee and leadership effectiveness. Supports the development of competency models, skills frameworks, and learning pathways. Ensures learning initiatives align with operational and strategic priorities.
Talent Analytics & Program Effectiveness
Develops talent development metrics, dashboards, and reporting. Tracks key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage. Evaluates return on investment and effectiveness of development initiatives. Provides insights and recommendations to executive leadership regarding talent trends and workforce capability.
HR Technology & Process Ownership
Serves as the primary business owner for talent development-related functionality within Workday. Supports implementation and administration of talent, performance, learning, development, and succession planning processes. Partners with HRIS and HR leadership to ensure data integrity and reporting effectiveness. Leverages technology to improve employee development experiences and organizational insights.
Cross-Functional Partnership
Partners with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives. Collaborates with department leaders to identify workforce needs and development opportunities. Supports strategic workforce planning initiatives and organizational growth efforts. Contributes to broader HR initiatives and organizational effectiveness projects.