What You'll Do
- Develop and execute a comprehensive Talent Development strategy that supports organizational growth, workforce capability building, and long-term talent objectives.
- Conduct ongoing organizational and learning needs assessments to identify skill gaps, leadership development opportunities, and workforce development priorities.
- Partner with business leaders and Human Resources teams to design targeted learning programs and career development pathways for key employee populations.
- Lead the creation and execution of annual learning and development plans aligned with business goals, workforce needs, and employee development priorities.
- Design, implement, and evaluate training programs focused on leadership development, management effectiveness, professional skills, onboarding, and employee growth.
- Establish measurement frameworks to assess learning effectiveness, participant engagement, and return on investment for development initiatives.
- Serve as the primary owner and administrator of the organization's Learning Management System (LMS), ensuring an engaging, accessible, and effective learning experience.
- Oversee LMS configuration, content management, learning pathways, reporting, compliance tracking, and continuous platform optimization.
- Partner with HRIS and technology teams to implement system enhancements, integrations, and new learning capabilities.
- Develop and maintain learning analytics dashboards that provide actionable insights into participation, completion rates, compliance, and employee development trends.
- Lead the localization and execution of global learning programs, ensuring content is relevant, compliant, and effective for the U.S. workforce.
- Manage program logistics, stakeholder communications, facilitator coordination, and participant engagement for learning initiatives.
- Design and implement a structured succession planning framework that identifies critical roles and develops robust leadership pipelines.
- Facilitate talent review and succession planning discussions with business leaders and Human Resources partners.
- Partner with managers to create and monitor Individual Development Plans (IDPs) for high-potential employees and succession candidates.
- Track talent pipeline strength, successor readiness, and leadership development progress through ongoing reporting and analytics.
- Lead the design, administration, and continuous improvement of performance management programs, including goal-setting, performance reviews, calibration processes, and employee development planning.
- Develop manager training, resources, and toolkits that support effective coaching, feedback conversations, and performance management practices.
- Foster a culture of continuous feedback, employee growth, and development through scalable learning and coaching initiatives.
- Build and manage early-career talent programs, including internships, university partnerships, leadership development initiatives, and internal mobility pathways.
- Develop relationships with educational institutions, industry organizations, and talent communities to strengthen future talent pipelines.
- Partner with Talent Acquisition and business leaders on campus recruiting initiatives, internship programs, and emerging talent strategies.
- Collaborate cross-functionally with Human Resources, Talent Acquisition, HR Operations, and business leadership to ensure talent development programs are integrated into broader people strategies.
- Provide data-driven insights and recommendations on workforce capability, employee development, succession readiness, and organizational talent health.
Requirements
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Learning & Development, or a related field required.
- 7+ years of progressive Human Resources experience with a significant focus on Talent Development, Learning & Development, Organizational Development, or Talent Management.
- Proven experience designing and implementing enterprise-wide learning, leadership development, and talent management programs.
- Strong background in succession planning, performance management, talent reviews, career development, and employee growth initiatives.
- Hands-on experience administering and optimizing Learning Management Systems (LMS), including reporting, content management, and learning pathway configuration.
- Experience conducting organizational learning needs assessments and translating findings into strategic development plans.
- Demonstrated success building scalable talent development programs within a fast-paced, high-growth environment.
- Strong facilitation, presentation, and stakeholder management skills, with the ability to engage audiences ranging from frontline employees to executive leadership.
- Experience leveraging talent analytics, dashboards, and workforce metrics to evaluate program effectiveness and inform decision-making.
- Proven ability to manage multiple programs, stakeholders, and priorities simultaneously while maintaining strong attention to detail.
- Strong understanding of performance management practices, leadership development methodologies, and talent management frameworks.
- Experience collaborating within matrixed and global organizations.
- Excellent communication, project management, and relationship-building skills.
Salary: $ 130K - $160K + bonus
The description above is intended to describe the general nature and level of work being performed and is not an exhaustive list of all duties, responsibilities, and qualifications required.
While PCG appreciates all applicants, only those qualified will be contacted. Thank you for your application. We look forward to hearing from you!
If you believe you are a great candidate for this position, and the salary listed does not meet your expectations, we would still love to speak to you! PCG, in good faith, believes that this posted range of compensation is the accurate range for this role at this location at the time of this posting. PCG and our clients may ultimately pay more or less than the posted range depending on candidate qualifications. This range may be modified in the future. This role may also be eligible for additional compensation including incentive pay, discretionary bonuses, and a comprehensive benefits package, details of which will be provided during the hiring process.
Pyramid Consulting Group, LLC is an Equal Opportunity Employer that takes pride in a diverse environment. We provide equal employment opportunities to all applicants and employees without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, marital or veteran status, disability, genetic information, or any other protected status under applicable law.
We will provide reasonable accommodations to applicants and employees with disabilities. If you require a reasonable accommodation during the application or hiring process, please contact HR@pyramidcg.com
For positions subject to “Fair Chance” laws (including but not limited to California, Colorado, New York City, Los Angeles, and other jurisdictions), PCG will consider qualified applicants with arrest and conviction records in a manner consistent with applicable law.
Please refer to our website: www.pyramidcg.com for access to our Right to Work and E-Verify.
