Talent Development and Learning Manager

Talent Development and Learning Manager The Talent Development & Learning Manager owns Learning and Assessment pillars of Crescent's people process, building the learning systems, leadership development, and succession readiness required to support Crescent's people and enable growth. This role designs, delivers, and measures development programs for hourly, salaried, and talent partner populations, translating learning and leadership requirements into practical curriculum, coaching, and career pathways. Partnering closely with leaders across all levels of the organization, the Talent Development & Learning Manager ensures Crescent People possess the skills, knowledge, capabilities and thoughtful leadership necessary for all people to feel competent, capable, motivated, and engaged, and that every site has a bench ready for the next opportunity. Qualifications Education & Experience:                                                                                                                    Bachelor's degree in Human Resources, Organizational Development, Learning & Development, Business Administration, Education, or related field, or equivalent experience. 5+ years of progressive Learning & Development experience. Experience designing, implementing, and facilitating leadership development programs. Experience developing compliance and regulatory training programs. Experience administering and managing a Learning Management System. Experience conducting organizational needs assessments and skill gap analyses. Strong project management experience. Excellent verbal, written, presentation, and facilitation skills. Ability to design and implement effective learning strategies across diverse employee populations. Preferred Qualifications: Manufacturing environment experience. Experience supporting SMETA, CDP, EcoVadis, or related sustainability/compliance frameworks. Certification in Learning & Development, Organizational Development, Training, Coaching, or related discipline. Experience leading large-scale organizational learning initiatives. Experience influencing stakeholders without direct authority. Innovative "can-do" approach to problem solving. Safety Doing it Safe - Read and understand the Crescent Safety Playbook. Partner with Safety leadership to ensure required safety training is built, assigned, delivered, and documented across all sites. Maintain training completion records to support audit readiness (SMETA, customer, and regulatory). Reinforce a Safety-First culture in all curriculum, onboarding, and leadership development content. Follow all site safety practices and promote a learning environment where People feel comfortable asking questions, identifying risks, and sharing improvement ideas. People Develop and execute enterprise-wide learning and development strategies aligned with organizational goals. Lead the design, delivery, and continuous refinement of Thoughtful Business Leader development programs for frontline leaders, supervisors, managers, and directors. Serve as the owner and administrator of Crescent's Learning Management System (LMS), ensuring training assignments, reporting, compliance tracking, and learning content remain current and effective. Partner with leaders and People Group partners to identify organizational, departmental, and individual development needs, high-potential talent, succession gaps, and skill gaps, and create development plans to address them. Own and continuously improve Individual Growth Plan (IGP) process; coach leaders on writing, using, and following through on growth plans. Facilitate the annual succession and talent review process; maintain bench strength data for critical roles. Provide coaching and guidance to leaders regarding employee growth, development, and capability-building strategies. Develop learning solutions that can be effectively understood and utilized by all levels of the organization, from hourly employees to executive leadership. Support the internship and early-career pipeline in partnership with Talent Acquisition. Ensure development content and delivery work for a multilingual, multi-shift workforce. Promote a Work Environment where Crescent People are valued and can safely communicate, grow, and develop. Participate in Crescent talent selection, talent development, and recognition processes Productivity Manage the end-to-end training lifecycle: needs analysis, design, delivery, reinforcement, and measurement. Create, develop, implement, and maintain training materials using multiple learning methodologies, including: Instructor-led training Virtual training E-learning Coaching Micro-learning Job shadowing Skills certification programs Leadership workshops Implement best practices to improve knowledge retention, engagement, and training effectiveness. Transform compliance training requirements into manageable, digestible learning experiences delivered throughout the year. Conduct regular audits of compliance training requirements and identify gaps in content, delivery, effectiveness, and completion rates. Build and deploy training solutions, train-the-trainerthat close identified skill gaps and improve individual and team performance. Standardize onboarding and role-based training across all sites to enable success and that people reach productivity, engagement and retention metrics. Maintain learning metrics and reporting systems to monitor effectiveness, participation, completion rates, and business impact. Challenge existing training methods and organizational assumptions when opportunities for improvement exist. Remain current on learning and development trends, technologies, and best practices. Quality Establish and maintain learning standards that ensure consistency and quality across all training initiatives. Develop and implement standardized frameworks for leadership an