Talent Management & Organization Development Specialist

ttmtech; United States; Hybrid; USD 95,000 - 125,000; Full time

Job summary

TTM Technologies, Inc. is seeking a Talent Management & Organizational Development Specialist to design and improve North American talent processes.

The role emphasizes performance management, talent reviews, succession planning, and career development across the organization. You will build learning resources, support leadership development, and partner with HRBPs and business leaders to translate talent strategy into practical programs and tools.

Qualifications

• Design, implementation, administration and continuous improvement of North American talent and OD processes.

Responsibilities

• Support the design, delivery, administration, and continuous improvement of North American talent processes, including performance management, talent evaluation/reviews, succession planning, career development.
• Coordinate the annual performance cycle, including timelines, process materials, manager/employee guidance, communications, training resources, and issue resolution.
• Maintain documentation, tools, resources, and communications; monitor effectiveness and recurring issues, recommend improvements, and prepare stakeholder status updates, reports, presentations, and insights.
• Advance Talent Management-established career architecture and frameworks; support career paths and development resources for non-critical roles/populations.
• Support completion and evolution of Organizational Architecture/Pathways (OAP) including career progression and professional/technical career tracks.
• Support development and implementation of a simple organization-wide competency model; integrate competencies into performance management, talent evaluation, career development, 360 assessments, and development programs.
• Support design, deployment, administration, and follow-up of engagement, pulse, new-hire, exit, inclusion pulse, 360, and other employee listening/diagnostic tools; coordinate surveys and reporting.
• Analyze employee feedback and data to identify themes, trends, strengths, and opportunities; translate findings into action plans with leaders.
• Identify opportunities to strengthen employee experience, belonging, and organizational effectiveness; support inclusion initiatives and employee development aligned with priorities.
• Create practical learning resources and digital eLearning on talent and performance management and leadership topics using Articulate Rise or similar tooling.

Skills

Performance management

Talent evaluation

Succession planning

Career development

Engagement

Inclusion

Organizational diagnostics

Leadership development

Analytical thinking

eLearning

Tools

Articulate Rise

Job description

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer

About TTM

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency ("RF") components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards ("PCB"s). TTM stands for time-to-market, representing how TTM's time‑critical, one‑stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market .

Additional information can be found at www.ttm.com

Locations

• Remote-US
• Onsite - Santa Ana, CA
• Onsite - Chippewa Falls, WI
• Onsite - Forest Grove, OR
• Onsite - Stafford, Stafford Springs, CT
• Onsite - Syracuse, NY
• Onsite - Denver, CO
• Onsite - San Diego, CA

The Talent Management & Organizational Development Specialist supports the design, implementation, administration, and continuous improvement of talent and OD processes across TTM Technologies' North American businesses. Core areas include performance management, talent evaluation and reviews, succession planning, career development, engagement, organizational diagnostics, competency development, and inclusion. The role also creates eLearning and practical resources for talent, performance, inclusion, and employee development, and builds capability to facilitate designated leadership‑development content. In partnership with HRBPs, business leaders, employees, and the broader Talent & Learning team, the Specialist translates talent strategy into practical processes, tools, communications, and development experiences. Success requires sound judgment, analytical thinking, strong relationships, independent problem‑solving, and the ability to manage competing priorities within established frameworks.

Key Responsibilities

Talent Management & Performance

• Support the design, delivery, administration, and continuous improvement of North American talent processes, including performance management, talent evaluation/reviews, succession planning, career development.
• Coordinate the annual performance cycle, including timelines, process materials, manager/employee guidance, communications, training resources, and issue resolution; partner with HRBPs and leaders to address questions and execution challenges.
• Maintain documentation, tools, resources, and communications; monitor effectiveness and recurring issues, recommend improvements, and prepare stakeholder status updates, reports, presentations, and insights.

Career Development, Talent Architecture & Competencies

• Advance Talent Management-established career architecture and frameworks; support career paths and development resources for non-critical roles/populations, including tools, manager guidance, and employee resources.
• Support completion and evolution of Organizational Architecture/Pathways (OAP), including career progression and professional/technical career tracks (including O4-to-professional and technical pathways); partner with Learning & Leadership Development to connect paths with learning opportunities.
• Support development and implementation of a simple organization-wide competency model building on TTM's Values; integrate competencies into performance management, talent evaluation, career development, 360 assessments, and development programs; maintain tools/resources/communications and gather feedback to improve relevance and usability.

Employee Engagement, Organizational Diagnostics, Inclusion & Experience

• Support design, deployment, administration, and follow-up of engagement, pulse, new-hire, exit, inclusion pulse, 360, and other employee listening/diagnostic tools; coordinate surveys, communications, reporting, and stakeholder follow-up.
• Analyze employee feedback and data to identify themes, trends, strengths, and opportunities; help HR and leaders translate findings into action plans, monitor progress, and communicate updates.
• Identify opportunities to strengthen employee experience, engagement, retention, belonging, and organizational effectiveness; support North American inclusion initiatives, activities, communications, resources, and employee development aligned with organizational priorities.
• Support Employee Resource Groups and employee communities; partner with Learning & Leadership Development to embed inclusive practices into talent and development programs.

Learning Content Development & Leadership Facilitation

• Create practical learning resources and digital eLearning on talent and performance management, inclusion, employee experience, career development, and other portfolio topics, using Articulate Rise or comparable authoring platforms.
• Apply adult-learning and instructional-design principles to turn policies, processes, tools, and talent practices into engaging learning for managers and employees; align content with established learning standards, branding, technology