Talent Development Partner

We need to output HTML fragment with sections: About the role? Actually we have "Who We Are" description, then "Job Summary", then "Duties/Responsibilities", then "Education and Experience", then "Required Skills/Abilities", then "Physical Requirements". Also benefits are listed earlier: "We are proud to offer a competitive benefits package, which includes: ..." So we need a Benefits section. Pay and Schedule: schedule is mentioned: "This is a hybrid position requiring employees to work four days per week in the office and one day remotely." So schedule info present. Pay not mentioned, so we should NOT include Pay section. Benefits: we have list. So include Benefits section. We need headings:

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use these exact headings? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose appropriate headings based on content. Likely sections: About the role (maybe Job Summary), Responsibilities (Duties/Responsibilities), Requirements (Education and Experience), Skills (Required Skills/Abilities), Benefits, Schedule. Also maybe Qualifications? But we have Education and Experience as Requirements. Could also have Qualifications separate but not needed. We'll follow: About the role (Job Summary), Responsibilities, Requirements, Skills, Benefits, Schedule. We must not repeat job title as heading. Not include Job ID etc. Remove boilerplate: equal opportunity, learn more, etc. Also remove duplicated lines. We need to preserve all substantive information. So we need to include the "Who We Are" description? That's about company; maybe we can include as part of About the role? The instruction: "About the role" heading for section headings. Could put company description under About the role? Might be better to have a brief intro paragraph before headings? But they said use

for section headings, and

for prose. So we can have a

for the company overview (Who We Are) before any heading? Not sure. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It doesn't forbid having a prologue paragraph before any heading. But they said "Do NOT repeat the job title as a heading (the page already shows it)". So we can have a

for the company overview. Then headings. We need to include all substantive info: Who We Are paragraph(s), Job Summary, Duties/Responsibilities (list), Education and Experience (list?), Required Skills/Abilities (list), Benefits (list), Schedule (sentence). Also Physical Requirements (list). Should we include Physical Requirements as a section? Not in the given heading list but could be under Requirements? Might be better to add a section "Physical Requirements" as heading? The instruction only gave examples but not exclusive; we can add other headings if needed. However they said "Prefer a few substantive sections over many thin ones." Physical Requirements is a small list; maybe we can incorporate into Requirements or a separate section? Could add a section "Physical Requirements". But they'd prefer few sections; maybe we can fold into Requirements as a bullet. However they said "Use

• for any list of duties/requirements/benefits". Physical Requirements is a list; we could put under Requirements heading as a sublist? But we need to preserve all info; we can include a
  under Requirements for education/experience and another for physical? Might be messy. Better to have a section "Physical Requirements" as its own heading

  . It's substantive. The instruction didn't forbid other headings; they just gave examples. So we can include. Thus sections: About the role (company overview + Job Summary?), Responsibilities, Requirements (Education & Experience), Skills, Benefits, Schedule, Physical Requirements. But About the role heading should contain prose about role; we could put Job Summary there, and maybe include company overview as a preceding

  before heading. However they said "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So About the role is a heading; we can put the Job Summary under it. The company overview could be a preceding

  not under a heading. That's okay. Let's craft:

  Who We Are GDM Seeds is a global leader ... (the paragraph).

  About the role

  Job Summary: Support the execution of talent management and talent development programs across North America in partnership with the Global Talent Management Center of Excellence (COE). Coordinate the implementation of performance management, talent review, succession planning, leadership development, and learning initiatives while ensuring alignment with global standards and North America business needs. Partner with HR Business Partners, business leaders, and the Talent COE to support employee development, organizational capability, and a high-performance culture. This is a hybrid position requiring employees to work four days per week in the office and one day remotely.

  But we already have schedule mention; maybe we should move schedule to its own section. However the Job Summary includes schedule line; we could keep it there and also have Schedule section? Might duplicate. Better to extract schedule line to Schedule section and keep Job Summary without that line. Let's parse: Job Summary sentence: "This is a hybrid position requiring employees to work four days per week in the office and one day remotely." That's schedule info. So we can put that in Schedule section. Then About the role (Job Summary) excludes that sentence. Thus:

  About the role

  Support the execution of talent management and talent development programs across North America in partnership with the Global Talent Management Center of Excellence (COE). Coordinate the implementation of performance management, talent review, succession planning, leadership development, and learning initiatives while ensuring alignment with global standards and North America business needs. Partner with HR Business Partners, business leaders, and the Talent COE to support employee development, organizational capability, and a high-performance culture.

  Responsibilities

  • Implement and execute talent management programs and processes in North America in partnership with the Global Talent Management COE, ensuring alignment with global standards, local business needs, and GDM's talent development and succession planning objectives.
  • Serve as a subject matter resource for North America leaders, employees, and HR Business Partners regarding talent management and development processes.
  • Prepare the annual training schedule, including course methodology, logistics, and required resources, as well as ensuring clear and effective communication of the delivery schedule with managers and participants;
  • Generate and monitor training area indicators, such as number of people trained, participation rate, training effectiveness rate, NPS, investment in training and per capita investment, training hours, among others, as well as critically analyze them and propose solutions that support people and business development, aligned with the company’s needs and strategy
  • Support the execution of the territory’s Performance Evaluation Cycle and Talent review process, guiding employees when necessary to ensure compliance with the schedule and corporate guidelines provided by Global COE.
  • Analyze and ensure that training requests comply with the minimum requirements of the T&D Policy, securing all infrastructure needed for them to take place, as well as analyzing, negotiating with, and hiring suppliers and partners to ensure quality training delivery;
  • Ensure that T&D digital tools are functional for the territory, conducting ongoing testing and proposing improvements;
  • Support leadership development programs and talent initiatives sponsored by the Global Talent Management COE, ensuring effective delivery and adoption across North America.
  • Partner with the Global Talent Management COE to provide feedback, share regional needs, and support continuous improvement of talent programs.
  • Identify regional development needs and opportunities and communicate recommendations through established talent management processes.
  • Develop and maintain relationships with educational institutions and external learning providers to expand employee development opportunities and support learning initiatives.
  • Monitor participation, effectiveness, and outcomes of talent programs and provide regular reporting and recommendations to HR leadership and the Global Talent Management COE.
  • Coordinate and support talent management processes and program communications to ensure timely completion of activities, stakeholder engagement, and adherence to established timelines.
  • Support change management, communication, and adoption activities related to talent initiatives and programs.
  • Administratively manage training programs and related payments, validated by GDM’s internal policy.
  • Support HRBPs with the areas’ budget follow-up.
  • Performs other duties as assigned.

  Requirements

  • Bachelor’s degree in Business Administration, Human Resources, Psychology, or related fields; specialization in People Management or related fields preferred
  • Five (5) or more years of experience in Human Resources, Talent Management, Learning & Development, Organizational Development, or a related field.
  • Experience supporting performance management, talent review, succession planning, leadership development, or learning and development programs preferred.
  • Experience working with HR systems, learning management systems, and talent management tools preferred.
  • Experience supporting multi-site or geographically dispersed employee populations preferred.
  • SHRM-CP, PHR, ATD, or related certification preferred.

  Skills

  • Knowledge of talent management and talent development practices, including performance management, succession planning, leadership development, coaching, mentoring, and learning programs.
  • Strong organizational and project management skills with the ability to manage multiple priorities and deadlines.
  • Strong analytical and problem-solving skills, including the ability to interpret data and identify trends.
  • Excellent verbal, written, and presentation communication skills.
  • Strong interpersonal and relationship-building skills, with the ability to work effectively across functions, regions, and organizational levels.
  • Ability to work independently while partnering effectively with HR, business leaders, and global teams.
  • High attention to detail and ability to maintain confidentiality when handling sensitive information.
  • Curiosity and a continuous improvement mindset, with a willingness to identify opportunities to enhance processes and programs.
  • Proficiency with Microsoft Office applications, particularly Excel, PowerPoint, Word, and Teams.
  • Experience with HRIS, talent management, or learning management systems preferred.

  Benefits

  • Medical, dental, and vision coverage
  • 401(k) with company match (eligible 1st of the month following date of hire)
  • Generous vacation time & paid holidays
  • Volunteer Time Off
  • Paid parental leave
  • Tuition and Health Club reimbursement
  • Company paid Long-term and short-term disability insurance
  • Company paid life insurance and optional supplemental life insurance
  • Health savings account (HSA) with a company contribution
  • Flexible Spending Account (FSA)

  Schedule

  This is a hybrid position requiring employees to work four days per week in the office and one day remotely.

  Physical Requirements

  • Prolonged periods of sitting at a desk and working on a computer.
  • Must be able to lift up to 15 pounds at a time.
  We also need to include the initial "Who We Are" paragraph before any heading. Let's copy that exactly: "Who We Are GDM Seeds is a global leader in plant genetics, dedicated to transforming agriculture through technological innovation. With a continuous focus on research and development, we bring the most advanced and high‑performing seed varieties to the market, creating new growth opportunities for our partners and for the future of agribusiness. Our North America