Talent Development Manager Jobs in Rochester, NY

Talent Development Manager
Who we are?
We are a French pharmaceutical industrial group, recognized for making affordable healthcare products that improve and simplify patients' lives to as many people as possible.
With 30 years of technological expertise, we position ourselves as a world leader in sterile single dose with 10 sites on 4 continents and more than 2000 employees.
Since 2013, our site Unither Manufacturing LLC. based in Rochester (NY), specializes in the manufacture of Blow-Fill-Seal, Liquid Stick-Packs, Pharmaceutical bottles, Tablets and Capsules. It has more than 300 employees.
Your role
Reporting to the Human Resources & HSE Director,
JOB SUMMARY:
The Talent Development Manager is responsible for the development and implementation of the site's learning, training, and development strategy in both GMP and non-GMP spaces. The Talent Development Manager will monitor training programs, processes, and tools to enhance employees' skills and performance, including the oversight of resources assigned to train and transfer knowledge throughout the GMP areas. This is both a strategic and hands-on role; with duties ranging from day-to-day tactical support to program creation and delivery. You will use your expertise, toolkit, and credibility to partner closely with leadership and onsite SMEs to facilitate effective knowledge transfer to drive human performance within a compliant structure.
ESSENTIAL DUTIES / RESPONSIBILITIES:
Training Strategy Implemented Effectively
• Lead, develop and implement the new training system/structure for Rochester site's GMP areas.
• Establish and lead an internal content development capability, creating scalable, compliant, and performance-focused training assets leveraging site SMEs.
• Internal curriculum architecture
• Standardized content templates and instructional standards
• SME content extraction methodology
• Learning design governance
• Content review and approval process (especially for GMP content)
• Building internal instructional design capability within team
• Facilitate and manage all aspects of new hire training beginning with Orientation and Onboarding of new hires, providing them with all the training needed to enhance their effectiveness and understand the organization's people's practices and processes.
• Manage the end-to-end training development process, including training design, content, tools, and delivery.
• Provide management and direction of the resources assigned to or support training including supervision of any directly assigned staff and oversight of the activities performed by indirectly assigned staff.
• Participate in the oversight and maintenance of the site electronic Learning Management System.
• Develop, maintain, and report metrics designed to provide leading and lagging indicators of the performance of the Training System and training effectiveness.
• Create, review, and/or approve documentation such as standards, procedures, reports, and training materials associated with implementation and subsequent maintenance of the training system.
• Once implemented, maintain the training system and the associated elements in accordance with current regulatory requirements and industry standards.
• Partner with HR & HSE Director and Rochester Leadership Team to prepare the annual training budget for the site.
Training Needs and Solutions Identified and Prioritized
• Work with the site management and leadership teams to identify and prioritize training needs, provide workable solutions, and manage costs.
• Work with managers to identify the gap between current performance (at either the individual, process, or department levels) and desired performance. Recommend solutions where training is the appropriate activity to close the gap.
• Partner with QA during inspections
• Represent training system during FDA/DEA audits
• Own responses related to training observations (483s if applicable)
• Design, implement, and continuously improve a structured OJT framework for GMP/GDP-regulated operations, including qualification pathways, task-level certification, trainer qualification, and audit-ready documentation.
• Role-based qualification matrices
• Task-level training breakdowns
• Trainer certification process ("Train the Trainer")
• Structured observation checklists
• OJT documentation aligned with 21 CFR 210/211
• Retraining triggers (deviations, CAPAs, audit findings)
• DEA-specific handling certification (if controlled substances are involved)
• Training Governance Framework
• Standardization across GMP vs. non-GMP spaces
• Training risk assessment methodology
• Make-vs-buy content decisions
• Change control impact assessments on training
Improved Organizational Capabilities
• Pipeline of Leadership Talent in Key Roles: Ensures processes are in place for unleashing the full potential of others by providing needed resources, coaching, experiences, and other support to place the right people in key roles and continuously upgrade their skills and knowledge.
• Serve as strategic advisor to site leadership on workforce capability risks, succession exposure, and development investment priorities.
• Employees Aligned to Vision, Culture and Goals through learning and development activities and design: Aligns priorities with the direction and priorities of the broader organization. Diagnoses whether assigned functional areas are performing at full potential and ensures communication cascades down through the organization. Breaks down organizational silos, bridges communication gaps, and engages the employees they manage so the entire workforce can understand how the company operates and how each person can contribute to the company's success.
• Champion Change & Innovation: Ensures an environment that encourages fresh perspectives, innovative, breakthrough ideas and new paradigms that create value in the marketplace. Initiates, sponsors, and implements organizational change.
• Build training systems in FDA-inspected environments.
• Qualification matrices
• Experience implementing 9-box talent frameworks
• Experience leading calibration discussions
• Leadership competency model ownership
• Tiered leadership curriculum (Frontline, Mid-level, Senior)
• First-time manager onboarding
• Coaching skills development
• High-potential acceleration tracks
Talent Strategy that Supports Business Goals
• Partners with business leadership define the impact of strategic business objectives on people's requirements and develops HR strategies and initiatives that support achievement of business objectives.
• Partners with senior managers to ensure appropriate identification of current and future leadership needs, high potential employees, performance expectations and competencies.
• Assists managers in developing or maintaining skills necessary to drive high employee performance and appropriately communicate achievement and improvement opportunities to employees.
• Drives best practices around the design and implementation of effective roles, structures, and management systems. Provides for the assistance, plans and procedures necessary to define individual jobs, objectives and standards, and performance reviews across the organization.
• Directs a process of organizational development that primarily addresses succession planning. Makes recommendations to senior management.
HR Systems, Metrics, Interfaced & Implemented Effectively
• Bringing issues and changes for which training is not the solution into other HR processes, such as job descriptions, organizational structure, performance management, etc.
• Participate in periodic HR processes, such as performance management, in a timely and effective manner.
• Assist with leader development.
• Key metrics and insights
• Internal promotion rate to key roles
• Bench strength metrics
• % successors identified for critical roles
• Leadership readiness scores
• Speed to competency and skill level achievement
• Other measurements/metrics/deliverables
• % of roles with ready-now successors
• HiPos with documented development plans
• Improvement rates post-PIP
• Manager compliance to review cycles
People Leadership & Talent Management Responsibilities
• Provide direct leadership and oversight of assigned staff, including performance management, annual performance evaluations, ongoing coaching, mentoring, and goal setting.
• Conduct regular managerial touchpoints with supervisors and team members to reinforce expectations, increase engagement, and support individual and team development.
• Partner with Human Resources to support workforce planning, staffing needs, interviewing, and selection of qualified candidates.
• Actively participate in succession planning and organizational development initiatives, identifying high-potential talent and development opportunities within the manufacturing organization.
• Support onboarding, training, and ongoing development to ensure employees are equipped to meet operational, quality, and compliance expectations.
• Demonstrate flexibility and responsiveness to meet evolving business needs and HR-driven initiatives, including staffing adjustments, talent reviews, engagement efforts, and change management activities.
• Foster a culture of accountability, inclusion, engagement, and continuous improvement through consistent leadership presence and communication.
Your profile
EDUCATION & EXPERIENCE:
• Bachelor's Degree required, preferably in Human Resource Development, Organizational Development, Instructional Design, Learning Studies, Education, Psychology or related field.
• 3 -5 years'+ training lead/management experience, preferably in a GMP or other highly regulated environment.
• Previous manufacturing experience desired.
• Experience conducting training needs assessments and recommending training solutions required. Knowledge of Learning Management Systems and content development tools required.
• Knowledge of adult learning theory and curriculum development is required.
KNOWLEDGE, SKILLS & ABILITIES:
• This position requires the ability to comprehend and interpret current Good Manufacturing Practices for translation into effective training programs.
• Ability to understand pharmaceutical manufacturing, laboratory operations, and the associated Quality Systems requirements for translation into effective training programs.
• Demonstrated management and leadership skills.
• Analytical skills to assess needs, propose solutions, and perform make vs. buy analyses.
• Effective project management skills.
• Excellent verbal and written communication skills.
• Proficient in the use of Word, Excel, PowerPoint, and other standard MSOffice computer applications.
• Ability to anticipate and prioritize multiple priorities from multiple sources and to change direction quickly is required.
• Must be focused on customer service and efficiency.
• Position requires the ability to influence others toward desired outcomes. Strong solutions focus and be comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions.
PHYSICAL REQUIREMENTS/ENVIRONMENT:
• Frequently required to move about the facility to meet with employees.
• Sitting 60% of the day; walking/standing 40% of the day.
• Lifting requirements are slight and related primarily to files.
• Finger dexterity required to operate computer keyboard.
• Hearing at a level to enable one to hear normal conversation.
• Visual requirements of having the ability to read the computer screen, documents.
• Traditional office environment. Some production area exposure.
• Frequently subjected to irregular hours.
• Frequently subjected to pressure due to time demands.
• Very infrequent travel.
SCOPE OF DECISION-MAKING:
Decisions require complex analytical judgment. Plan and perform a wide variety of duties requiring general knowledge of company policies and procedures applicable within area of responsibilities and including their application to cases not routinely covered. Requires considerable judgment to work independently toward general results, devise methods, modify or adapt standard procedures to meet different conditions, make decisions based on precedent and company policies.
LEVEL OF SUPERVISION PROVIDED: Direct supervision responsibility, including performance assessments, of 1 - 10 employees.
INTERNAL / EXTERNAL CONTACTS: Regular inside and outside the organization: Requires regular contact with subordinates and/or other departments, with occasional contacts with individuals outside the organization. Also includes jobs with regular customer/client contacts.
Compensation range
110 000,00 - 135 000,00 USD
*The referenced compensation range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job's compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.
A Smarter Total Compensation Package
At Unither, your base salary is just the beginning. Our Total Rewards include:

• 100% employer-paid medical premiums (a $2,000-$6,000+ annual value)
• 401(k) contributions: 6% match plus an additional 4% company-funded contribution
• HSA contributions with wellness incentives
• Annual performance bonuses and merit increase eligibility
• And more-because we invest in your health, your future, and your peace of mind.

It's a package designed to reward impact-not just hours worked.
More Than Just a PaycheckAt Unither, we don't just offer competitive hourly wages-we also pay 100% of your medical premiums. That means no paycheck deductions for your healthcare.
Learn more about us:
We are a dynamic company driven by a spirit of victory and are therefore pursuing strong growth while maintaining a close relationship with our customers and employees.
Our culture is based on 5 values: Respect, Responsibility, Trust, Courage and Innovation. We are committed to bringing these values to life with our employees by granting them a high degree of autonomy in the exercise of their profession and by encouraging their initiatives.
We are...