Sr. Manager, Talent and Org Development

Sr. Manager, Talent and Org Development 3.3 3.3 out of 5 stars 520 Chestnut Hill Rd, Fredericksburg, PA 17026 Full-time Bell and Evans 92 reviews

Full-time Job Title:

Sr.

Manager, Talent & Organizational Development Location:

Fredericksburg, PA Department:

Human Resources -

Talent & Organizational Development Reports To:

Vice President, Human Resources Position Summary The Sr. Manager of Talent & Organizational Development (T&OD) is a senior HR leadership role responsible for defining and executing the organization's enterprise talent strategy across talent acquisition, onboarding, training, and leadership development. This role provides strategic oversight of the full talent lifecycle, ensuring alignment across recruiting, onboarding, and development, while building scalable systems that enhance workforce capability, leadership effectiveness, and long-term organizational performance. The Sr. Manager partners closely with executive leadership and HR Team to ensure the organization has the talent, leadership bench strength, and development infrastructure required to support continued growth and operational excellence. Key Responsibilities Enterprise Talent Strategy Develop and oversee a comprehensive talent strategy that spans recruiting, onboarding, training, and employee development across the organization Ensure alignment between talent programs and businessobjectives, workforce planning, and growth strategy Establish a cohesive, enterprise-wide approach to the employee lifecycle to drive consistency across locations and shifts Functional Oversight Provide strategic leadership and oversight for the following functions: Talent Acquisition Lead the Manager, Talent Acquisition and recruiting team Establish scalable recruiting strategies aligned with workforce demand Ensure consistent, high-qualityselection, assessment, and hiring practices Monitor recruiting metrics and drive continuous improvement Onboarding & Orientation Oversee standardized onboarding and orientation programs across all facilities Ensure alignment with culture, safety expectations, and performance standards Drive a seamless and engaging new hire experience Training & Leadership Development Provide strategic direction for training and development programs across the organization Oversee the Senior Manager, Training & Learning Systems, whois responsible forprogram execution and learning system administration Ensure development programs support both technical capability and leadership effectiveness Establish scalable frameworks for frontline, supervisory, and leadership development Organizational Development & Capability Building Design and implement frameworks for: Succession planning Leadership pipelines Career pathing and internal mobility Partner with business leaders toidentifytalent gaps and build workforce capability Lead organizational effectiveness initiatives to support growth, structure, and performance Learning Strategy & Systems Oversight Provide strategic oversight of learning systems (e.g., LMS platforms such as Alchemy) Ensure training programs are scalable, measurable, and aligned with business needs Establish governance, reporting, and accountability for training effectiveness Performance & Talent Alignment Partner with HR Operations/Total Rewards to align development initiatives with performance management programs Ensure talent strategies reinforce performance expectations and business outcomes Support the development ofcompetencymodels and leadership expectations Team Leadership Lead, coach, and develop a high-performing team, including: Manager, Talent Acquisition Senior Manager, Training & Learning Systems Orientation/Onboarding resources Establish clear accountability, performance expectations, and development plans for team members Cross-Functional Partnership Partner closely with: HR Business Partners (to enable focus on employee relations, coaching, and performance) Operations leadership (to align workforce capability with production needs) HR Operations/Total Rewards (to align development, performance, and rewards) Serve as a strategic advisor to executive leadership on talent and organizational effectiveness Qualifications Education & Experience Bachelor's degree in Human Resources, Organizational Development, Business, or related field (Master'spreferred) 10+ years of progressive HR or Talent/OD leadership experience Demonstrated success leading multi-functional talent teams (TA, Training, OD) Experience in manufacturing, multi-site, or workforce-intensive environments strongly preferred

Knowledge, Skills & Abilities Strongexpertisein:

Organizational development Talent management and succession planning Leadership development and training strategy Workforce planning and talent acquisition strategy Proven ability tooperateat both strategic and executional oversight levels Strong executive presence and influencing capability Data-driven mindset with ability toleveragemetrics for decision-making Key Success Measures Strength and readiness of leadership pipeline and succession plans Improved quality of hire and recruiting efficiency Consistency and effectiveness of onboarding and training programs Increased internal mobility and employee retention Adoption and impact of leadership development programs Position Scope & Impact Enterprise-wide impact across multiple plants, shifts, and functions Direct influence on workforce capability, leadership effectiveness, and long-term performance Operates as a peer to senior HR leaders (HRBP, Total Rewards, Safety) with strategic accountability for talent systems