Manager, Talent & Organization Development

The Manager of Talent & Organization Development plays a pivotal role in driving the organization's talent strategy and fostering a culture of continuous learning and development. Partnering with the Director, this person is responsible for executing core talent management practices including performance management, development planning, talent planning, and employee listening. In addition, this role will identify and implement training and leadership development strategies for key non-manufacturing populations in the organization. This role requires considerable project management skills, along with strategic thinking capabilities and a passion for growing talent within the organization. You will work cross-functionally with several partners including Employee Resource Groups (ERGs), Internal Communications, HR Business Partners and leaders throughout the business to nourish the growth and belonging of employees across T. Marzetti.

Responsibilities

Essential Functions/Primary Responsibilities:

Integration of Organizational Competency Model (Growth Behaviors) – Lead the integration of the organization’s competency model, ensuring alignment with business objectives and values. Update key talent processes to incorporate the new competency model and collaborate with HR functions and other cross-functional teams to ensure adoption of the model across the organization.

Employee Listening Program – Develop strategies to effectively capture employee feedback and insights across the organization. Design and implement an employee listening program that promotes transparency, engagement and continuous improvement. Analyze feedback data to assess performance against key engagement and organizational goals to enhance employee experience and overall organizational effectiveness.

Corporate Leadership Development & Training – Design and implement training & leadership development programs for non-manufacturing employees and teams. Develop and deliver training curricula aimed at enhancing leadership capabilities at all levels of the organization. Partner with internal subject matter experts to assess learning needs and support or lead the design, delivery and assessment of training as appropriate.

Diversity & Inclusion (D&I) – Serve as ERG liaison to define and share best practices and resources across ERG community. Recommend and implement initiatives to address key D&I opportunities. Facilitate D&I learning initiatives as an expert facilitator for employees, managers and leaders throughout the organization. Partner with the Director to develop and socialize D&I learning resources and toolkits.

Talent Process Management – Manage talent processes including goal setting, performance reviews, talent reviews and individual development planning. Partner with HRBPs and other stakeholders to ensure consistency and effectiveness of talent management practices, leveraging a continuous improvement mindset to enhance the effectiveness of talent processes. Provide guidance and support to managers and employees on talent processes, tools and best practices.

Qualifications

3+ years relevant experience in talent management, training, or organizational development preferred, or applicable combination of experience and education

Strong understanding of competency models, talent assessment, instructional design and other talent development methodologies

Proven track record of designing and implementing people/HR programs

Excellent project management skills with the ability to manage multiple initiatives/stakeholders simultaneously

Strong analytical skills with the ability to interpret data and make data-driven recommendations

Comfortable facilitating for employees/teams at all levels in the organization

Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels of the organization.

Experience in managing employee engagement surveys and other listening tools preferred

Competencies

Strategic Mindset

Plans and Aligns

Drives Results

Collaborates

Manages Ambiguity

Working Conditions/Environment

Works in a normal office environment. Occasional travel to plants or meetings is required.

Regular Full-Time