Talent Development Manager

Capability Modeling

• Develop role-based success profiles, including required skills, competencies, experience, and attributes.
• Collaborate with senior leaders to identify capability gaps across functions.
• Connect identified capability gaps to development pathways and readiness plans.
• Ensure enterprise-wide consistency and governance of capability frameworks.

Learning Architecture & Investment Prioritization

• Design an enterprise learning architecture for Retail, Warehouse, and Head Office mid-management roles.
• Prioritize learning investments based on business-critical needs.
• Build scalable learning programs that support multi-site operations.
• Streamline and rationalize programs to eliminate overlap and duplication.

Leadership Development & Pipelines

• Develop end-to-end leadership pipelines for first-line, mid-level, and senior leaders.
• Curate leadership development programs guided by the 4Es model (Education, Experience, Environment, Exposure).
• Monitor leadership metrics such as promotions, internal mobility, and engagement outcomes.
• Strengthen leadership bench depth and succession readiness.

Learning Strategy & Governance

• Establish metrics to measure learning effectiveness (completion, application, and business impact).
• Set governance standards for learning design, delivery, and evaluation.
• Align learning modalities-virtual, self-paced, and in-person-to diverse learner needs.
• Communicate and report on the overall impact of enterprise learning initiatives.