Talent Development Manager (Learning& Leadership Development)

The Talent Development Manager will help build the leadership management and organizational capabilities required for Acumatica to scale successfully. 

This role translates business strategy talent priorities and organizational capability needs into practical engaging and scalable development experiences content tools and resources. The Talent Development Manager will design and deliver solutions for people managers employees and HR Business Partners with particular focus on the critical capabilities identified by the organization. 

The role will connect learning and development to leadership expectations career growth and broader talent priorities through a thoughtful combination of experiences exposures education practical tools and on-the-job application. 

A key part of the role is creating leverage. Rather than personally delivering every development experience this individual will build resources facilitator materials and train-the-trainer solutions that equip HR Business Partners and leaders to reinforce and cascade learning throughout the organization. 

The role will also create and maintain centralized leader and employee toolkits that make expectations key organizational messages resources and practices easy to understand and apply. This supports Acumaticas goal of scaling while preserving and strengthening the culture and ways of working that make the company distinctive. 

This is a senior individual-contributor role requiring someone who can move comfortably between strategy and hands-on execution from designing a leadership-development program or facilitating a workshop to building an intuitive SharePoint resource center. 

Key Responsibilities:

Learning & Capability Development 

• Translate business strategy HR and talent priorities employee insights and identified capability gaps into focused development priorities and solutions. 

• Design and develop learning experiences focused on leadership effectiveness manager effectiveness professional capabilities and other priority organizational needs. 

• Create development pathways that combine facilitated learning self-directed education practical tools developmental experiences and exposures on-the-job application and reinforcement. 

• Connect development experiences exposures education and resources to career profiles capability expectations and broader talent priorities helping employees and managers make development more intentional and relevant to career growth. 

• Develop high-quality workshops presentations facilitator guides participant materials exercises job aids playbooks and digital learning content. 

• Facilitate leadership manager employee and HR development sessions as appropriate. 

• Curate external and internal learning resources to complement internally developed content. 

Leadership & Manager Enablement 

• Build scalable development experiences that strengthen leadership and people-manager effectiveness. 

• Translate leadership expectations into practical behaviors tools learning experiences and resources that leaders can apply in their day-to-day work. 

• Develop leader toolkits and playbooks covering critical leadership and management practices such as goal setting feedback 1:1s career conversations communication accountability and team leadership. 

• Partner with the Director of Talent & Organizational Capability and HR Business Partners to identify emerging leadership and management capability needs. 

• Create reinforcement mechanisms that help move development from one-time training to sustained behavior and organizational practice. 

• Equip managers to support employee growth through effective development planning career conversations feedback coaching and identification of meaningful development opportunities. 

HRBP Enablement & Train-the-Trainer 

• Develop train-the-trainer approaches that enable HR Business Partners to facilitate and reinforce learning within the businesses they support. 

• Prepare HRBPs with facilitator guides discussion materials tools talking points FAQs and supporting resources. 

• Facilitate enablement sessions and practice opportunities that build HRBP capability and confidence in facilitating and reinforcing development experiences. 

• Establish consistent standards while allowing appropriate adaptation for different functions geographies and audiences. 

• Gather feedback from HRBPs and participants and use it to continuously improve content and delivery. 

Leader Toolkits & Organizational Enablement 

• Translate business and HR priorities leadership expectations cultural principles and key people practices into clear practical resources and experiences for leaders and employees. 

• Develop scalable leader communication and enablement toolkits that provide consistent messages while enabling leaders to make them relevant to their teams. 

• Create resources that help leaders reinforce the companys vision culture ways of working and leadership expectations as the organization grows. 

• Partner across HR and with internal stakeholders to ensure leader resources are accurate coordinated timely and easy to use. 

• Help create a consistent employee and manager experience without creating unnecessary process or bureaucracy. 

Digital Learning & Knowledge Experience 

• Build and maintain user-friendly SharePoint sites and digital resource hubs for learning leadership and manager enablement. 

• Organize learning content and leader resources so employees and managers can quickly find what they need. 

• Apply strong information architecture navigation content management and user-experience principles to digital resources. 

• Publish and maintain content ensuring information remains current accessible consistent and easy to navigate. 

• Experiment with new digital and AI-enabled approaches to content creation learning knowledge sharing and employee enablement. 

• Partner with appropriate technology stakeholders when more advanced technical solutions are required. 

Program Management Measurement & Continuous Improvement 

• Manage multiple learning and capability initiatives from concept through design launch adoption measurement and iteration. 

• Establish clear objectives and success measures for key development initiatives. 

• Track participation experience adoption application and other relevant indicators to understand effectiveness. 

• Use employee feedback leader input talent insights and program data to continuously improve solutions. 

• Bring structure clarity and momentum to capability-building initiatives that may begin with ambiguous business requirements. 

Qualifications :

• 7 years of progressively responsible experience in Learning & Development Talent Development Leadership Development Organizational Development or a related discipline. 

• Demonstrated experience designing leadership manager or professional development programs from discovery through implementation. 

• Strong learning-design and content-development capability with the ability to turn complex business organizational and talent concepts into practical compelling development experiences. 

• Strong facilitation and presentation skills across employee manager leader and HR audiences. 

• Demonstrated ability to create professional learning materials toolkits playbooks facilitator guides presentations and digital resources. 

• Experience developing train-the-trainer programs or enabling others to deliver learning solutions. 

• Strong project and program management skills with the ability to manage multiple initiatives simultaneously. 

• Strong consulting communication and stakeholder-management skills. 

• Ability to operate independently and successfully navigate ambiguity. 

• Strong working knowledge of Microsoft 365 including SharePoint with demonstrated ability to create structure publish and maintain intuitive digital content experiences. 

• Bachelors degree in Human Resources Organizational Development Learning Business Organizational Psychology or related discipline or equivalent relevant experience. 

Preferred Qualifications:

• Experience in a global high-growth technology or SaaS organization. 

• Experience working with HR Business Partners as a delivery or enablement channel. 

• Experience translating competency or capability frameworks leadership models career profiles talent insights or organizational-culture priorities into practical development solutions. 

• Experience creating SharePoint learning portals knowledge hubs or manager resource centers. 

• Exposure to learning-management platforms digital authoring tools video/content development or AI-enabled learning tools. 

• Experience measuring learning effectiveness and translating insights into program improvements. 

How Success Will Be Measured 

Success in this role will ultimately be reflected in: 

• Priority leadership and manager capability programs delivered and adopted. 

• Improved accessibility and usability of learning and leader resources. 

• HRBPs increasingly able to facilitate and cascade development solutions. 

• Greater consistency in leadership and manager practices across the organization. 

• Strong utilization and user experience of leader toolkits and SharePoint resources. 

• Evidence that development experiences are translating into application not simply participation. 

• Development infrastructure that can scale as Acumatica grows without requiring the Talent & Organizational Capability team to deliver everything centrally. 

• Meaningful connection of development pathways and resources to career profiles capability expectations and employee growth opportunities. 

Additional Information :

Acumatica is an Affirmative Action and Equal Opportunity Employer/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race color religion sex sexual orientation gender identity national origin or protected veteran status and will not be discriminated against on the basis of disability.
If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application please e-mail . This email is created exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails sent for this purpose will be returned. Emails sent for other purposes such as following up on an application or technical issues not related to a disability will not receive a response. 

For this role the salary range is $00 annually. This range represents the low and high end of the salary range for this job and may vary based on location. The actual salary offer will carefully consider a wide range of factors including skills qualifications experience and other relevant elements.

At Acumatica certain roles are eligible for additional rewards including annual bonus and stock. These awards are allocated based on individual addition certain roles also have the opportunity to earn sales incentives based on revenue or utilization depending on the terms of the plan and the employees role.

Benefits/perks listed here may vary depending on the nature of your employment with Acumatica and the country where you -based employees gain access to healthcare benefits (medical dental and vision insurance for you and your dependents) employer paid Short-Term/Long-Term Disability and Basic life coverage 401(k) plan with company match Flexible time off sick and safe leave among others.

Remote Work :

Yes

Employment Type :

Full-time