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Talent Program Manager Jobs in Lewis Center, OH (NOW HIRING)

Orveon

Associate Talent Manager

Columbus, OH

The Associate Talent Manager supports the execution of talent acquisition, candidate and hiring ... Support development and implementation of internship program. How We Make an IMPACT At Orveon ...

Hexion

Talent & Capability Development Lead

Columbus, OH · On-site

$90 - $140/hr

Partnership, Program Management & Measurement * Partner with HRBPs and business leaders on capability planning and workforce readiness. * Define learning-effectiveness and talent metrics; manage ...

Abbott

Manager, Talent Acquisition

Columbus, OH · On-site

Tuition reimbursement, the Freedom 2 Save student debt program, and FreeU education benefit - an ... We arecurrently seeking Manager, Talent Acquisition who is passionate about leading a team of TA ...

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All JobsTalent Program JobsTalent Program Manager JobsTalent Program Manager Jobs in Lewis Center, OH

Talent Program Manager information

See Lewis Center, OH salary details

$56.6K

$82.1K

$123.6K

How much do talent program manager jobs pay per year?

As of Sep 4, 2026, the average yearly pay for talent program manager in Lewis Center, OH is $82,088.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,700.00 and $98,000.00 per year, depending on experience, location, and employer.

What does a talent program manager do?

A Talent Program Manager oversees and develops talent programs to attract, retain, and grow employees within an organization. They design initiatives such as leadership development, mentorship, and career progression programs to enhance workforce engagement and performance. Their role involves collaborating with HR, business leaders, and employees to ensure programs align with company goals and culture. Additionally, they analyze program effectiveness through metrics and feedback to drive continuous improvement.

What are the key skills and qualifications needed to thrive as a talent program manager?

To thrive as a Talent Program Manager, you typically need experience in talent acquisition, program development, project management, and a relevant bachelor's degree in human resources or a related field. Familiarity with applicant tracking systems (ATS), HRIS platforms, and certifications like SHRM-CP or PMP are often valuable assets. Outstanding communication, leadership, and stakeholder management skills help you excel in cross-functional environments and drive successful outcomes. These abilities are crucial for designing and managing talent programs that attract, engage, and retain top talent, supporting organizational growth.

What are some typical challenges faced by talent program managers, and how can they overcome them?

Talent Program Managers often encounter challenges such as managing competing stakeholder priorities, adapting to changing talent trends, and ensuring program alignment with evolving business objectives. Overcoming these obstacles requires strong strategic planning, effective communication, and the ability to balance multiple projects while gathering feedback from key partners. Building strong relationships with HR, department leaders, and external vendors also helps to streamline processes and ensure successful program outcomes. By staying adaptable and proactively addressing issues, Talent Program Managers can create impactful talent initiatives that drive organizational success.

What job categories do people searching Talent Program Manager jobs in Lewis Center, OH look for?

The top searched job categories for Talent Program Manager jobs in Lewis Center, OH are:

What cities near Lewis Center, OH are hiring for Talent Program Manager jobs?

Cities near Lewis Center, OH with the most Talent Program Manager job openings:

Talent Program Manager jobs near you
Infographic showing various Talent Program Manager job openings in Lewis Center, OH as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 4% Contract, and 1% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $82,088 per year, or $39.5 per hour.

Talent & Capability Development Lead

Hexion, Inc.

Columbus, OH • On-site

Full-time

Posted 9 days ago

Hexion rating

7.0

Company rating: 7.0 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

73rd of 103 rated chemical manufacturers

Job description

Company Overview
Imagine Everything. Build the Future with Hexion.
At Hexion, we push boundaries, rethink possibilities, and create real impact. We activate science to deliver progress-developing breakthrough solutions that strengthen industries, protect communities, and drive a more sustainable future.
This is where bold thinkers, problem-solvers, and innovators come together to shape what's next. Whether you're engineering advanced materials, transforming manufacturing technologies, or leading strategic innovation, your ideas and actions leave a lasting mark. We cultivate an inclusive culture of growth, collaboration, and accountability, ensuring every contribution propels us forward.
We don't follow the status quo-we challenge it, disrupt it, and improve it. Every role at Hexion is part of something bigger.
We invest in innovation, sustainability, and continuous development-equipping you with the tools, training, and opportunities to excel. With an unwavering commitment to safety, partnership, belonging, and impact, we empower you to lead change and strengthen industries worldwide.
Your Future Starts Here.
If you're ready to push limits, reimagine what's possible, and create the extraordinary, Hexion is where you belong.
Anything is possible when you imagine everything.
Role Mission:
Design and execute enterprise talent- and capability-development strategies that build future-ready leaders, accelerate critical and AI-era skills, and strengthen Hexion's internal talent pipelines. Partner with HR Business Partners and functional leaders to translate business priorities into engaging learning, career-development, and high-potential programs that grow organizational capability and readiness.
Key Responsibilities
Learning & Talent Development Design & Facilitation
  • Design and facilitate enterprise learning experiences, including manager/leader development, monthly employee development sessions,career workshops, orientation, and capability cohorts.
  • Build scalable blended learning journeys, pathways, toolkits, facilitator guides, and reinforcement resources using instructional designand adult-learning principles.
  • Provide instructional-design consultation and content development across corporate functions.
  • Design inclusive, accessible learning formats that reach both desk-based and frontline populations.

Capability Building & Future Skills
  • Assess enterprise capability needs in partnership with functional leaders and run cohort-based programs that close critical skill gaps.
  • Lead AI-fluency and future-skills enablement, embedding AI capability across the workforce.

Program Activation & Adoption
  • Own activation plans and drive adoption for learning ecosystem investments, including FranklinCovey Impact Platform, career ownership resources, program graduate recognition, AI learning and manager development resources.
  • Create feedback loops and continuously improve programs based on participation, utilization, learner feedback, and business priorities.

Talent & Career Development Processes
  • Support talent reviews, succession, and high-potential identification and development.
  • Own career development (Career Compass), internal mobility, and individual development plans (IDPs).
  • Support high-potential and early-talent programs.

Partnership, Program Management & Measurement
  • Partner with HRBPs and business leaders on capability planning and workforce readiness.
  • Define learning-effectiveness and talent metrics; manage delivery and report on impact.
  • Lead change enablement, communications, and adoption planning for new learning, career, and AI programs; track participation equity in reporting.
  • Manage LMS/SuccessFactors operations, intake, issue logs, standard reports, badge administration, and dashboard follow-up.

Success Measures (First 12-18 Months)
  • FranklinCovey/manager-development activation system live: new-manager licensing, monthly promotion, curated paths, post-workshop reinforcement, and quarterly utilization reporting in place.
  • Career Compass and IDP adoption activated: enterprise campaign, workshops, manager toolkits, and adoption reporting launched; 75% of eligible employees reached
  • AI learning pathways launched for priority audiences; 70% completion and 50% reporting active workplace use at 90 days.
  • Talent pipeline follow-through cadence established: STM/succession/HiPo actions tracked with HRBPs, quarterly dashboard reviews, and documented development actions for priority talent pools.
  • Learning operations dashboard live: SuccessFactors standard reports, badge administration, intake/issue log, participation, utilization, completion, and impact reporting available to L&D/HR leaders.
  • Scalable development experiences in place for monthly employee sessions, new manager journey, orientation follow-up, competencies/performance enablement, and career workshops with ≥4.3/5 satisfaction.

Minimum Qualifications
Experience:
  • 7+ years in talent development / learning & development, spanning program design, facilitation, and talent processes.
  • Hands-on instructional design and eLearning development with digital authoring tools (e.g., Articulate, Storyline, Rise).
  • Experience with talent-management processes - succession, high-potential, career development, and performance - ideally in a matrixed, global organization.
  • Proven facilitation of leadership and manager-development programs for diverse audiences.
  • Change management and adoption experience on enterprise HR or learning rollouts, including stakeholder communications.
  • Track record designing development that is inclusive and equitably accessible across varied roles, sites, and geographies.

Attributes:
  • Strong designer-facilitator who turns business needs into engaging, scalable learning.
  • Consultative partner who builds trust and credibility with HRBPs and senior leaders.
  • Comfortable building programs from the ground up in a dynamic environment.
  • Curious and current on AI, future skills, and modern learning technology.
  • Change agent and inclusion champion who drives adoption and equitable access to opportunity.

Preferred Qualifications
  • Experience partnering with HR Business Partners and leaders on capability planning.
  • Certifications in instructional design, adult learning, coaching, or talent (e.g., ATD APTD/CPTD, DDI, Korn Ferry).
  • Familiarity with LMS platforms, learning analytics, and AI-enabled learning tools, and talent assessments (ex: CliftonStrengths, Predictive Index)
  • Change-management certification (e.g., Prosci / ADKAR) and experience with DEI or inclusive-leadership program design.

Other
We are an Equal Opportunity, Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to gender, pregnancy, race, national origin, religion, age, sexual orientation, gender identity, veteran or military status, status as a qualified individual with a disability or any other characteristic protected by law.
To be considered for this position candidates are required to submit an application for employment through our career site and, be at least 18 years of age. Any offer of employment will be conditioned upon successful completion of a drug test and background investigation, as well as authorization for the Company to conduct additional periodic background checks as required by the Chemical Facility Anti-Terrorism Standards (CFATS) or regulations adopted by the department of Homeland Security or other regulatory agencies. A prior criminal record is not an automatic bar to employment, and the Company will conduct an individualized assessment and reassessment, consistent with applicable law, prior to making any final employment decision.

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