Talent Development Manager

About the role

Founded in 1908, Merz is a successful, family-owned specialty healthcare company with a rich history. As a leading global aesthetics business, our award-winning portfolio of injectables, devices, and skincare products empowers healthcare professionals to enhance confidence through aesthetic medicine. Our purpose is to fuel confidence by helping people look better, feel better, and live better. We believe you do not have to choose between living life and making a living. Live your best life with Merz Aesthetics.

The Talent Development Manager is the local subject-matter expert and program lead for talent development, learning programs, and digital learning solutions. Combining operational execution with tactical responsibilities, the role partners closely with leaders, the Employee Experience function, and global stakeholders to foster a culture of continuous learning, strengthen leadership capability, and build future-ready skills aligned with evolving business needs. Specific areas of responsibility include managing and implementing talent management processes, career development initiatives, leadership development, and workforce capability-building efforts for the Wisconsin site, within established global and functional frameworks.

Responsibilities

• Implement and manage assigned talent management processes, including internal mobility, promotion cycles, career development, and employee growth initiatives in accordance with established policies, processes, and timelines.
• Partner with HR and business leaders to identify talent needs and development opportunities and recommend appropriate actions and solutions.
• Support succession planning and workforce capability-building efforts by gathering and analyzing talent information, identifying themes, and coordinating agreed development actions.
• Administer tuition assistance and employee development support programs.
• Provide consultation, guidance, and development support to leaders on employee development and talent planning within established talent frameworks and practices.
• Translate established people and talent strategies into site-level learning plans and implement initiatives aligned with business objectives.
• Oversee Individual Development Plans (IDPs) and provide guidance to managers and employees on career growth and development opportunities.
• Manage assigned learning platforms, development resources, and employee participation in learning programs.
• Measure program effectiveness and recommend continuous improvements.
• Manage assigned leadership development, professional skills training, onboarding learning, and employee development programs.
• Support the local implementation and ongoing application of globally established skills-based talent management approaches, including the skills frameworks and competency matrices.
• Collaborate with managers and Employee Experience partners to identify critical future capabilities and drive upskilling and reskilling initiatives.
• Champion the creation and deployment