Talent Development Jobs in Worcester, MA (NOW HIRING)

About the Role

As a Manager, Talent Acceleration (tX) / Talent Development for North America, you will drive the initiatives that build organizational and leadership capabilities and help accelerate performance across the region. This is a strategic Individual Contributor role for someone who can translate business priorities into integrated talent solutions - moving from diagnosis to design to measurable impact.

As the Manager, Talent Acceleration / Talent Development, you will work as a thought partner to senior leaders and HRBPs and as a key design partner for the region - helping shape how we develop talent at scale, contributing to the team's design and delivery standards, and driving initiatives across the finish line.

We're looking for someone with a point of view on talent - who brings strategic rigor, drives clarity in ambiguous environments, and holds themselves accountable to measurable outcomes. Just as important, the Manager, Talent Acceleration / Talent Development will bring a can-do attitude and the agility to flex wherever the business needs the team to go.

If you're energized by building something that matters - and want to see your work show up in how leaders lead - this is the role.

What You'll Do

• Lead the design and delivery of talent and organizational development solutions - from scoping through execution, measurement, and iteration.
• Act as a thought partner to HRBPs and business leaders - connecting capability gaps to actionable development solutions and helping shape the talent agenda for the region.
• Partner with regional tX teams to build programs once and localize them rather than reinvent per region, contributing to shared design and delivery standards.
• Drive adoption and engagement through rigorous, data- and evidence-based program design - ensuring initiatives deliver measurable impact.
• Support cross-functional alignment across tX priorities - keeping initiatives moving at pace and stakeholders engaged.
• Manage a portfolio of concurrent talent initiatives - maintaining clarity on priorities, sequencing trade-offs, and proactively surfacing risks and recommendations.
• Prepare and present talent insights, program proposals, and initiative updates to senior leadership - communicating with clarity and confidence at the Director and VP level.
• Flex to where the business needs you - no task is too big or too small. You'll roll up your sleeves on the details and step back to shape strategy, depending on what the moment calls for.

What You'll Bring / Who You Are

• 5-8 years of experience in talent management, learning & development, or organizational development, with a track record of solving problems end-to-end.
• Experience leading program design, ideally within a high-growth, global consumer products or technology company.
• A bachelor's degree is required; a master's in OD, I/O Psychology, Adult Learning, or a related field is preferred.
• AI-fluent - this is a must, not a nice-to-have. You actively use AI in your own work and bring fluency in AI-enabled learning tools to how you design and deliver.
• Highly agile with a can-do attitude - no task is too big or too small, and you're willing to flex based on what the business needs.
• Strong relationship builder - you build trust quickly and drive impact across functions, combining strong relationship instincts with a results orientation.
• Strong design instincts and solid grounding in instructional and learning experience design - you build frameworks that scale, not one-off solutions.
• Demonstrated ability to translate ambiguous business priorities into structured, scalable talent solutions, and to influence stakeholders across functions and regions without formal authority.
• Comfortable operating in fast-paced, high-growth, build-phase environments - balancing strategic thinking with disciplined execution and a bias toward outcomes over activity.
• Experience applying change management principles to drive adoption - you understand that a great program nobody uses is not a success.
• Data-fluent - comfortable defining success metrics, analyzing program effectiveness, and presenting insights to senior audiences.