Learning and Talent Development Manager

FUCHS offers a challenging and rewarding working environment where employees are encouraged to develop and grow. The Learning & Talent Development Manager will design, build, and lead the company's Learning, Leadership, Talent Development, and Succession Planning capability as a core pillar of a modern, strategic HR function.

This role owns enterprise learning strategy, leadership development, career pathways, internal mobility, and succession planning, ensuring the organization builds sustainable bench strength and future-ready capabilities as the business scales.

Responsibilities:

• Design and execute an integrated Learning and Talent Development strategy aligned to business growth, workforce capability needs, and succession priorities.
• Establish learning and development governance, standards, and enterprise frameworks supporting a multi-site, global organization.
• Build structured learning pathways supporting onboarding, role readiness, leadership transitions, and future-state skills.
• Position development as a competitive advantage driving retention, engagement, and internal mobility.

Succession Planning & Leadership Readiness:

• Own and lead the organization's succession planning strategy, ensuring readiness for key, critical, and leadership roles.
• Partner with senior leaders to assess succession risk, bench strength, and capability gaps.
• Facilitate talent reviews, succession calibration discussions, and readiness assessments.
• Design leadership development programs aligned directly to succession outcomes at multiple levels.
• Identify and accelerate high-potential talent through targeted development plans and learning experiences.

Onboarding, Manager & Leadership Development:

• Design and continuously optimize standardized onboarding programs to reduce ramp time and increase early productivity.
• Build a strong manager capability foundation, including core manager training and leadership essentials.
• Support culture shaping, leadership consistency, and change readiness as the organization scales.

Career Pathways, Internal Mobility & Performance Enablement:

• Create clear career paths, development frameworks, and learning resources that enable internal mobility and succession readiness.
• Support performance management and development conversations by providing frameworks, tools, and manager training.
• Partner with Talent Acquisition to align hiring, development, and succession pipelines.

Content Design, Facilitation & Delivery:

• Design and facilitate instructor-led, blended, and digital learning programs.
• Develop core curriculum, leadership programs, job aids, and development toolkits.
• Leverage multiple learning modalities including ILT, e-learning, coaching, mentoring, and experiential learning.
• Partner with SMEs and external vendors to deliver high-impact programs.

Systems, Measurement & Talent Analytics:

• Own and administer the Learning Management System (LMS), ensuring scalability, adoption, and data integrity.
• Define and track learning, development, and succession metrics (e.g., ramp time, critical role readiness, development plan completion, promotion rates).
• Analyze talent and development data to inform workforce, leadership, and succession decisions.
• Continuously refine programs based on outcomes and organizational needs.

Stakeholder Partnership & HR Integration:

• Act as a trusted advisor to leaders on learning, leadership readiness, succession risk, and capability gaps.
• Partner closely with HR leadership, HRBPs, Talent Acquisition, and business leaders to proactively address talent needs.
• Contribute to HR's evolution from tactical delivery to a strategic, insight-driven business partner function.

Operational Execution & Function Build Out:

• Manage day-to-day learning and talent development operations, including scheduling, communications, and vendor management.
• Prepare the function for future scale, including additional L&D and Talent Development resources.
• Build infrastructure and processes that support long-term growth and organizational maturity.

Qualifications:

• Bachelor's degree in Human Resources, Organizational Development, Education, Psychology, or related field (Master's preferred).
• 7–10 years of experience in Learning & Development, Talent Development, Organizational Development, and/or Succession Planning.
• Demonstrated experience building and leading learning, leadership, and succession programs.
• Strong facilitation, coaching, executive stakeholder management, and curriculum design skills.
• Experience with LMS administration, leadership assessments, and talent analytics strongly preferred.
• Relevant certifications (e.g., SHRM SCP, CPTD/CPLP, ICF) a plus.