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Talent Enablement Jobs in Michigan (NOW HIRING)

Learning Care Group

Manager, Talent Programs

Novi, MI · On-site

Reporting to the Director, Talent Management, this role is responsible for the consistent execution, governance, stakeholder enablement, analytics, and continuous improvement of enterprise talent ...

Crowe LLP

AI Enablement Manager

Grand Rapids, MI

Lead & Develop Talent: Serve as hiring manager and mentor for junior enablement staff and coordinate the work of contributors supporting enablement initiatives. Qualifications * 5-8+ years of ...

Stout

Head of Total Rewards

Detroit, MI · On-site

$123K - $169K/yr

... talent strategy. Serve as a strategic advisor to executive leadership on compensation, benefits ... enablement, and program administration. What You'll Do Define, evolve, and communicate the firm ...

Stout

Head of Total Rewards

Detroit, MI

$123K - $169K/yr

... talent strategy. Serve as a strategic advisor to executive leadership on compensation, benefits ... enablement, and program administration. What You'll Do Define, evolve, and communicate the firm ...

Venteon

Product Manager

Rochester Hills, MI · On-site

Optimize product mix and positioning across all locations Team Development & Enablement * Train and ... Recruit and lead specialized equipment/surface prep sales talent as the division grows If you are a ...

Partners Group

MI · On-site

AI & tech enablement - critically assessing Investment Legal's workstreams and day-to-day ... As a growing firm, we are committed to attracting, developing and retaining the very best talent ...

Stout Risius Ross, LLC

Head of Total Rewards

Detroit, MI · On-site

$180 - $260/hr

... and talent strategy. · Serve as a strategic advisor to executive leadership on compensation ... enablement, and program administration.**What You'll Do** · Define, evolve, and communicate the ...

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Talent Enablement information

What is talent enablement?

Talent enablement refers to the strategies and processes organizations use to equip their employees with the skills, resources, and support they need to perform at their best. This typically includes training programs, mentorship, access to technology, and ongoing feedback. The goal of talent enablement is to help employees grow professionally, increase productivity, and align their personal goals with the organization’s objectives. It is a key component in retaining top talent and fostering a culture of continuous improvement.

How does a talent enablement professional typically collaborate with other departments to drive employee growth?

Talent Enablement professionals work closely with HR, Learning & Development, and department heads to identify skill gaps, design targeted training programs, and implement performance support initiatives. They regularly partner with team leaders to ensure that learning solutions align with business goals and address real-time challenges faced by employees. Effective collaboration across departments ensures talent strategies are relevant, measurable, and contribute to both individual growth and organizational success.

What are the key skills and qualifications needed to thrive as a talent enablement professional, and why are they important?

To thrive as a Talent Enablement professional, you need expertise in learning and development, talent management strategies, and strong analytical skills, often supported by a degree in HR or a related field. Familiarity with learning management systems (LMS), HRIS platforms, and certifications such as SHRM-CP or ATD are typically valuable. Exceptional communication, stakeholder management, and problem-solving abilities help drive engagement and align initiatives with business goals. These skills are essential to effectively develop employee capabilities, boost organizational performance, and foster a culture of continuous improvement.

What is the difference between Talent Enablement vs Learning & Development Specialist?

AspectTalent EnablementLearning & Development Specialist
Primary FocusEnhancing employee skills, tools, and resources to improve performance and engagementDesigning and delivering training programs to develop employee skills
Work EnvironmentCollaborates across HR, sales, and operations to align talent strategiesWorks mainly within HR or training departments to create educational content
CredentialsOften requires HR, talent management, or related certificationsTypically holds training, education, or HR certifications
Employer & Industry UsageUsed across various industries focusing on strategic talent growthCommon in corporate training, education, and professional development sectors

While both roles aim to develop employee capabilities, Talent Enablement takes a broader, strategic approach to optimize overall performance and engagement, whereas Learning & Development Specialists focus specifically on creating and delivering training programs to build skills.

What are the most commonly searched types of Talent Enablement jobs in Michigan?

The most popular types of Talent Enablement jobs in Michigan are:

What are popular job titles related to Talent Enablement jobs in Michigan?

For Talent Enablement jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Talent Enablement jobs in Michigan look for?

The top searched job categories for Talent Enablement jobs in Michigan are:

Talent Enablement jobs near you
Infographic showing various Talent Enablement job openings in Michigan as of August 2026, with employment types broken down into 77% Full Time, 13% Part Time, 2% Temporary, 7% Contract, and 1% Nights. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution.

Manager, Talent Programs

Learning Care Group

Novi, MI • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 16 days ago

Learning Care Group rating

5.2

Company rating: 5.2 out of 10

Based on 112 frontline employees who took The Breakroom Quiz

12th of 19 rated daycare providers

Job description


The Talent Program Manager serves as the operational and process lead for core talent management programs that strengthen leadership capability, organizational readiness, and business performance across the organization. Reporting to the Director, Talent Management, this role is responsible for the consistent execution, governance, stakeholder enablement, analytics, and continuous improvement of enterprise talent processes, including performance management, goal setting, talent reviews and calibration, succession planning, high-potential identification, and individual development planning. Working closely with HR Business Partners, business leaders, and cross-functional partners, the Manager ensures talent programs are practical, scalable, data-informed, and aligned with business priorities. This role combines operational excellence, process governance, project management, analytics, and consulting skills to create a high-quality talent management experience that supports leadership effectiveness, talent readiness, and organizational growth.
Essential Functions:
  • Serve as the operational owner and enterprise process lead for core talent management programs, ensuring consistent execution, governance, stakeholder enablement, analytics, and continuous improvement.
  • Lead the design, implementation, administration, and continuous improvement of enterprise talent management programs to support organizational capability and business performance.
  • Manage the end-to-end performance management process, including annual and cyclical activities, tools, leader guidance, communications, training, participation tracking, quality monitoring, and stakeholder support.
  • Design and govern the enterprise goal-setting process to improve clarity, alignment, accountability, and consistency in how goals are established, monitored, and evaluated.
  • Lead talent review processes, including talent assessment methodologies, calibration guidance, facilitation support, documentation standards, talent risk identification, and follow-through on development actions.
  • Build and maintain succession planning infrastructure, including critical role identification, successor readiness approaches, bench strength insights, process standards, and supporting tools that strengthen organizational readiness.
  • Evolve and maintain the enterprise individual development planning framework, including templates, guidance, manager enablement resources, and integration with talent review and succession planning outcomes.
  • Support and integrate high-potential identification processes to ensure the organization is prepared to develop and retain future leaders.
  • Establish and maintain governance for talent management processes by managing the annual talent management calendar, process documentation, leader resources, templates, decision frameworks, role clarity, and controls that improve consistency, scalability, and user experience.
  • Partner with HR technology and analytics stakeholders to develop dashboards, scorecards, reporting, and talent insights that inform business decisions and improve program effectiveness.
  • Analyze workforce and talent data to identify trends, risks, opportunities, and areas for improvement related to performance, succession readiness, internal mobility, and leadership pipeline health.
  • Prepare and deliver reporting, presentations, and insights that support talent discussions, leadership reviews, and workforce planning activities.
  • Serve as the primary point of contact for talent management processes, providing consultation, guidance, and support to HR Business Partners, leaders, and cross-functional stakeholders.
  • Develop communications, training materials, job aids, leader toolkits, and enablement resources that support adoption and effective execution of talent processes.
  • Partner closely with Leadership Development and other talent functions to ensure insights from talent reviews, succession planning, assessments, and development planning are translated into meaningful learning and capability-building solutions.
  • Lead or contribute to enterprise talent initiatives, including project planning, stakeholder engagement, implementation support, process redesign, and change management activities.
  • Research external trends, industry best practices, and emerging talent management approaches to inform recommendations and enhance organizational capability.
  • Understand and effectively leverage AI-enabled tools, including Microsoft Copilot, to improve efficiency, enhance insights, streamline talent management processes, and support innovative solutions that advance organizational capability.

Minimum Job Qualifications:
  • Bachelor's degree in HR, Organizational Development, Business Administration, Industrial-Organizational Psychology, Psychology, or a related field required. Master's degree preferred.
  • 5+ years of progressive experience in Talent Management, Organizational Development, Human Resources, Leadership Development, or a related field.
  • Experience owning or leading enterprise-wide talent programs, processes, or initiatives.
  • Demonstrated experience supporting or managing performance management, goal setting, talent reviews, succession planning, and employee development programs.
  • Experience building process governance, translating strategy into operational execution, and driving adoption across diverse stakeholder groups.
  • Experience facilitating talent discussions and partnering with leaders and HR Business Partners.
  • Strong analytical experience using talent data, reporting, and insights to inform decisions and drive continuous improvement.
  • Experience working in a complex, multi-unit, geographically dispersed, or matrixed organization preferred.

Compensation and Benefits
  • Compensation based on position, education and experience. Bi-weekly paid.
    • $106-115k base salary.
    • This position is also eligible for our Support Central bonus program which is based on annual achievement of company performance.
  • Health and Wellness Benefits
    • Employees are eligible for a variety of health and welfare benefits based on their Full-time or Part-time status on their date of hire, which include medical, dental, vision, healthcare & dependent care flexible spending accounts (FSAs), life insurance, disability, accident, critical illness, hospital indemnity, pre-paid legal, pet insurance and identity theft protection.
    • Employees are eligible to participate in our 401(k) retirement plan after 30 days of employment. Participating employees are also eligible to receive a company provided match on their elective deferrals once they reach 1 year of employment with the company.
  • Employee perks/discounts
    • Education assistance including tuition reimbursement
    • Childcare discount available to all employees
    • Corporate partner Discounts
  • This position is eligible for paid time off. All Corporate employees are enrolled in our Flexible Paid Time Off (PTO) plan. This plan allows for flexibility and discretion between employees and managers in taking time off - with no set accrual for vacation or sick time. Employees can use Flexible PTO for any reason and is compliant with the Colorado Healthy Families Work Act.
  • Applications accepted through 8/28/26.

What Learning Care Group employees say

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About Learning Care Group

Sourced by ZipRecruiter

Learning Care Group, Inc. is the second-largest for-profit child care provider in North America and a leader in early education. Our programs are designed for children aged 6 weeks to 12 years. Across our eight unique brands, we're committed to creating state-of-the-art facilities with the latest technology and expert-driven curricula created by our own Education team.

Industry

Education

Company size

10,000+ Employees

Headquarters location

Novi, MI, US

Year founded

1967

Social media

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