Talent Development Manager

BHP, Inc dba Global Power Components; United States; On-site; USD 95,000 - 130,000; Full time

Job summary

Global Power Components in Milwaukee, WI, onsite only, seeks a Talent Development Manager to build and lead workforce development, leadership, and succession programs. This role partners with HR, operations, safety, and executives to scale talent processes for growth and retention, while guiding the Workforce Academy and key capability initiatives.

Direct hire, full-time, onsite five days a week. The ideal candidate has 7+ years in talent development, strong analytics, and experience with

Qualifications

• 7+ years of progressive experience in talent development, learning and development, workforce development, or related field.
• Experience building talent development programs and processes from the ground up.
• Experience with succession planning, career pathing, talent management, or leadership development initiatives.
• Strong analytical, reporting, and problem-solving skills.
• Experience creating executive-level presentations, metrics, and recommendations.
• Strong project management and change management capabilities.
• Ability to influence and partner with leaders at all levels.
• Experience in manufacturing or high-growth environments preferred.

Responsibilities

• Develop and execute talent development strategy aligned with growth objectives.
• Build scalable workforce development programs for expansion and readiness.
• Establish learning roadmap including onboarding and talent management initiatives.
• Lead Workforce Academy and set goals, measures, and metrics.
• Design succession planning processes and identify critical roles and successors.
• Develop leadership programs for supervisors and managers.
• Oversee learning frameworks, competency models, and learning pathways.
• Partner with HR and execs to drive workforce capability and retention.

Skills

Talent development

Learning & development

Workforce development

Succession planning

Leadership development

Analytics & reporting

Project management

Change management

Bilingual Spanish

Education

Bachelor's degree

Tools

Workday

Job description

Title: Talent Development Manager
Company: Global Power Components – www.globalpowercomponents.com
Location: Milwaukee, WI (onsite 5-days/week)
Hire Type: Direct Hire

Position Summary:

The Talent Development Manager is responsible for building and leading Global Power Components' talent development strategy, programs, and infrastructure to support the organization's continued growth and workforce expansion. This role will oversee workforce development, leadership development, succession planning, career pathing, onboarding strategy, training effectiveness, and workforce capability initiatives across the organization. The Talent Development Manager will lead the Workforce Academy function and partner closely with HR, Operations, Safety, and executive leadership to develop scalable talent processes that improve retention, workforce readiness, internal development, leadership effectiveness, and organizational capability. This is a highly visible role that will help establish the systems, programs, and processes needed to support GPC's continued growth.

Key Responsibilities:

• Talent Development Strategy
  • Develop and execute GPC's talent development strategy in alignment with organizational growth objectives
  • Build scalable workforce development programs that support business expansion, workforce readiness, and long-term capability building
  • Establish and maintain a roadmap for learning, development, onboarding, and talent management initiatives
  • Partner with senior leaders to identify workforce capability gaps and organizational development opportunities
• Workforce Academy Leadership
  • Provide strategic oversight of the Workforce Academy and related workforce development programs
  • Establish academy goals, performance measures, and success metrics
  • Evaluate program effectiveness, throughput, quality, retention outcomes, and workforce readiness results
  • Support expansion of academy programs as hiring and business needs evolve
• Talent Management & Succession Planning
  • Design and implement succession planning processes across the organization
  • Partner with leaders to identify critical roles, successors, and development needs
  • Develop talent review processes and workforce planning tools
  • Establish career pathing and development frameworks for key employee populations
  • Support internal mobility and employee growth initiatives
• Leadership Development
  • Design and implement leadership development programs for supervisors, managers, and emerging leaders
  • Create development resources, learning programs, and leadership tools that improve organizational effectiveness
  • Partner with business leaders to strengthen leadership capability and bench strength
  • Support coaching and development initiatives across the organization
• Learning & Development
  • Establish enterprise learning strategies and training frameworks
  • Identify learning needs across departments and workforce populations
  • Evaluate and implement development solutions that improve employee and leadership effectiveness
  • Support development of competency models, skills frameworks, and learning pathways
  • Ensure learning initiatives align with operational and strategic priorities
• Talent Analytics & Program Effectiveness
  • Develop talent development metrics, dashboards, and reporting
  • Track key indicators including onboarding effectiveness, retention, training completion, workforce readiness, leadership development participation, and succession coverage
  • Evaluate return on investment and effectiveness of development initiatives
  • Provide insights and recommendations to executive leadership regarding talent trends and workforce capability
• HR Technology & Process Ownership
  • Serve as the primary business owner for talent development-related functionality within Workday
  • Support implementation and administration of talent, performance, learning, development, and succession planning processes
  • Partner with HRIS and HR leadership to ensure data integrity and reporting effectiveness
  • Leverage technology to improve employee development experiences and organizational insights
• Cross-Functional Partnership
  • Partner with HR, Operations, Safety, Quality, and executive leadership to ensure development programs support organizational objectives
  • Collaborate with department leaders to identify workforce needs and development opportunities
  • Support strategic workforce planning initiatives and organizational growth efforts
  • Contribute to broader HR initiatives and organizational effectiveness projects

What We're Looking For:

• 7+ years of progressive experience in talent development, learning and development, workforce development, organizational development, training leadership, manufacturing operations, or a related field
• Experience building talent development programs and processes from the ground up
• Experience with succession planning, career pathing, talent management, or leadership development initiatives
• Strong analytical, reporting, and problem-solving skills
• Experience creating executive-level presentations, metrics, and recommendations
• Strong project management and change management capabilities
• Ability to influence and partner effectively with leaders at all organizational levels
• Experience in manufacturing, skilled trades, industrial, or high-growth environments preferred
• Experience with Workday Talent, Learning, Performance, or related HR technology platforms preferred
• Bilingual Spanish preferred
• Bachelor's degree in Human Resources, Organizational Development, Business, Education, Industrial Psychology, or a related field preferred; or an equivalent combination of education, training, and experience.

At Global Power Components, our mission is simple: Inov8OrDie Driven by this mindset, GPC has grown from 200 to more than 2,000 employees in just five years, expanding from one manufacturing facility to four locations across the Milwaukee area, including our new 500,000-square-foot manufacturing facility in West Milwaukee. We design and manufacture the critical infrastructure that surrounds and supports power generation. But what sets GPC apart isn't just what we build — it's how we work. We move fast. We make decisions. We solve problems. We challenge ourselves to continuously improve, raise the bar and deliver quality work on time. We look for ways to remove unnecessary complexity and make work easier for our customers, our partners and each other. And through it all, we protect our people, our workplaces and the reputation we've built. GPC isn't a traditional corporate environment — and we don't want to be. We expect people to take ownership, speak up, make decisions and get things done. As GPC continues to grow, our people have opportunities to take on significant responsibility, solve bigger problems and make a visible impact on the business. If you're energized by growth, comfortable with change, willing to roll up your sleeves and want to help build what's next in power generation, GPC is a place where you can make an impact.