Talent Development and Learning Manager

Crescent; West Chester (Chester County); On-site; USD 110,000 - 160,000; Full time

Job summary

Crescent seeks a Talent Development and Learning Manager to own Crescent's learning and assessment pillars, building systems for leadership development and succession readiness that enable growth. This role designs, delivers, and measures development programs for hourly, salaried, and talent partner populations.

Partner with leaders to translate requirements into curricula and career pathways that keep the workforce capable, motivated, and engaged across all sites.

Qualifications

• Bachelor’s degree or equivalent experience in HR, OD, LD, business administration, education, or related field.
• 5+ years in Learning & Development.
• Experience designing, implementing, and facilitating leadership development programs.
• Experience developing compliance and regulatory training programs.
• Experience administering and managing a Learning Management System (LMS).
• 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 populations.

Responsibilities

• Develop and execute enterprise-wide Learning & Development strategies.
• Own and administer Crescent’s Learning Management System (LMS).
• Lead Thoughtful Business Leader development programs for frontline leaders, supervisors, managers, and directors.
• Partner with leaders to identify development needs, high-potential talent, and skill gaps; create development plans.
• Coach leaders on growth plans and support succession planning processes.
• Ensure content is accessible to multilingual, multi-shift workforce; support internships and early-career pipelines.

Skills

Project management

LMS administration

Needs assessments

Leadership development

Compliance training

Facilitation

Communication

Education

Bachelor’s degree in HR/OD/LD/Business/Education

Tools

Learning Management System (LMS)

Job description

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 and professional development across the organization.
• Maintain accurate, current, and audit-ready training documentation and completion records.
• Measure training effectiveness through assessments, feedback mechanisms, performance indicators, and business outcomes.
• Continuously evaluate and improve learning content, processes, and delivery methods.
• Ensure learning programs align with Crescent’s culture, leadership expectations, business objectives, current SOPs, work instructions, and customer requirements.
• Evaluate departments and functions to identify skill deficiencies and organizational capability gaps.
• Conduct periodic content reviews and retire or revise material that no longer reflects how work is done.
• Support internal and external audits by providing training records, curriculum, and completion evidence.

Customer Value

• Partner with site leadership teams to ensure workforce capabilities support customer expectations and operational excellence; close capability gaps that affect service, quality, or customer commitments.
• Ensure training materials are practical, engaging, and aligned with real business needs.
• Help leaders develop high-performing teams through structured learning and development initiatives.
• Support organizational readiness for future growth, operational excellence, and customer requirements.
• Support customer-driven training requirements and onboarding for new business and start-ups.
• Deliver development that improves first-line leadership quality, the single largest driver of the associate experience.
• Respond to site and functional training requests with clear scope, timing, and expected outcome.

Financial

• Provide inputs to build annual learning and development budget and manage tracking spend against plan.
• Evaluate and manage external training vendors, content libraries, and certification partners.
• Quantify the return on development investment through retention, promotion rate, and time-to-productivity.
• Reduce cost of turnover and external hiring by strengthening internal promotion readiness.
• Identify opportunities to improve training effectiveness while optimizing resources and reducing waste.
• Leverage technology and scalable solutions to maximize learning investment and organizational impact.

Regulatory

• Serve as the primary owner of compliance training governance and administration.
• Audit enterprise-wide compliance training requirements and ensure completion standards are achieved.
• Develop annual compliance training strategies and delivery schedules.
• Ensure training programs support organizational requirements related to:
  • SMETA
  • CDP
  • EcoVadis
  • Customer requirements
  • Regulatory requirements
  • Internal policies and procedures

All other duties as assigned, including but not limited to the identification and training of an individual capable of successfully completing all stated Key Responsibilities as appropriate to maintain integrity of position for progression planning and coverage during times of absence.

Cultural Competencies

Do It Right

Doing what is right for our customers, doing what is right for our company and doing what is right for our People. Continually improving the quality of our product and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we will always be a Premier Service Provider.

• Acts as a champion of continuous improvement and organizational development.
• Challenges the status quo when opportunities exist for better outcomes.
• Balances business objectives with People development needs.
• Uses data and feedback to drive meaningful improvements.
• Creates accountability for learning and development outcomes.
• Influences leaders across all levels of the organization.
• Promotes a culture of growth, development, and continuous learning.

Do It Safe

Creating a safe environment where all forms of risk are assessed and controlled, and where People’s ideas, opinions and well-being are respected.

• Collaborative and approachable business partner.
• Builds trust and credibility throughout the organization.
• Effective communicator with all organizational levels.
• Confident facilitating discussions with executives, managers, frontline leaders, and hourly team members.
• Handles conflict and differing perspectives professionally.
• Maintains a solutions-oriented mindset.
• Demonstrates integrity and accountability