Mid Level Talent Development Specialist Jobs
Mid level talent development specialist jobs go to professionals ready to own learning programs end to end, mentor junior staff, and shape decisions without constant oversight. Hiring runs across Insurance, Automotive, and Education, with employers like GENTHERM, McCain Foods, and CNA Insurance actively competing for talent development specialists at this level now.
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See related jobsYour Career. Your Impact. Your Future.
At Gentherm, we believe the next big breakthrough begins with you. As a global leader in thermal management and pneumatic comfort technologies, we develop advanced systems that deliver meaningful solutions to enhance health, wellness, comfort, and efficiency in everyday life. Our products and innovations are created for you, by you.
Be part of our team where a human-centric mindset drives everything we do—from the technologies we build to the careers we support. With decades of expertise, we have pioneered advanced solutions that have become a standard expectation for consumers around the world.
The same thoughtful approach we take in developing our technologies guides how we support your career: purposeful, impactful, and tailored to you. Because when you thrive, innovation thrives.
HR Manager, Talent Development
Impact and Opportunity
Lead the design and execution of global talent review, succession planning, career development and learning & development programs, ensuring alignment with the organization’s strategy, values, and goals while preparing talent and learning processes for future system enablement through SuccessFactors. Serve as the Talent Development function’s system and data lead, partnering with HRIS/IT to build reliable talent dashboards and scalable learning infrastructure.
Essential Functions and Responsibilities
Global Learning and Development:
- Design and manage the development of complex learning and development (L&D) programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources.
- Identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
- Lead LMS implementation readiness, including requirements gathering, content migration plan and user adoption planning; once the LMS is live, act as the primary LMS administrator for course catalog, user management, compliance tracking, reporting and continuous improvement.
Career Development and Internal Mobility:
- Design career development frameworks, competency or capability models, and career conversation guides for managers.
- Promote internal mobility by connecting talent review outcomes, succession pipelines and learning pathways; support mentorship, coaching or Hi-po programs where applicable.
Talent Review and Succession Planning:
- Support the end-to-end execution of global Talent Review and Succession Planning cycles, including template design, data collection, calibration support and follow-up actions; maintain global talent data integrity for performance, potential, readiness, critical roles and succession pipelines.
- Prepare the business requirements, data model and process design for future SuccessFactors Succession implementation, and support HRIS/IT during configuration, testing and rollout.
HR Data Analytics and Insights:
- Investigate complex hypotheses, using a wide range of talent data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
- Design and maintain Talent Review Dashboards to provide insights on bench strength, flight risk, diversity and succession coverage.
HR Data Management:
- Specify, develop, and test HR data collection procedures and tools within the talent development function to meet defined key principles and ensure compliance with external requirements.
Project Management and Integration Support:
- Serve as the project manager for specific TD workstreams related to the Gentherm–Modine integration (e.g., merging learning catalogs, harmonizing talent review templates).
- Support TD Director in change management, manager enablement and adoption tracking for new TD processes and future systems.
- Ensure TD processes remain consistent, data-driven and executable across regions during the integration period.
Policy Development and Implementation:
- Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.
Budgeting:
- Manage the global leadership training budget
Minimum Qualifications
- Bachelor's Degree
- 5 to 8 years of relevant work experience
- Experience designing leadership programs, HiPo programs or career development frameworks
- Hands-on experience with LMS implementation, migration or administration, including requirements definition, vendor management and user adoption
- Strong data and reporting skills; experience with data visualization tools preferred
- Strong project management, stakeholder management and cross-cultural communication skills
Preferred Qualifications
- Master's degree or relevant certifications (e.g., DISC, Hogan)
- Working knowledge of SAP SuccessFactors LMS and Succession modules
- Experience supporting integrations during M&A or organizational transformation
Gentherm is an Equal Opportunity Employer. We are committed to building an inclusive culture through Our Network of Engagement (ONE) where we value our differences and work together to positively impact the lives of our employees, customers, and communities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, genetic information, sexual orientation, gender identity, disability, or protected veteran status.
Nearest Major Market: Detroit
Job Segment: HR Manager, Project Manager, Change Management, Data Management, Data Modeler, Human Resources, Technology, Management, Data
Your Career. Your Impact. Your Future.
At Gentherm, we believe the next big breakthrough begins with you. As a global leader in thermal management and pneumatic comfort technologies, we develop advanced systems that deliver meaningful solutions to enhance health, wellness, comfort, and efficiency in everyday life. Our products and innovations are created for you, by you.
Be part of our team where a human-centric mindset drives everything we do—from the technologies we build to the careers we support. With decades of expertise, we have pioneered advanced solutions that have become a standard expectation for consumers around the world.
The same thoughtful approach we take in developing our technologies guides how we support your career: purposeful, impactful, and tailored to you. Because when you thrive, innovation thrives.
HR Manager, Talent Development
Impact and Opportunity
Lead the design and execution of global talent review, succession planning, career development and learning & development programs, ensuring alignment with the organization’s strategy, values, and goals while preparing talent and learning processes for future system enablement through SuccessFactors. Serve as the Talent Development function’s system and data lead, partnering with HRIS/IT to build reliable talent dashboards and scalable learning infrastructure.
Essential Functions and Responsibilities
Global Learning and Development:
- Design and manage the development of complex learning and development (L&D) programs (e.g., leadership development) to meet individual and organizational learning needs within specified timescales and resources.
- Identify and incorporate appropriate L&D methodologies and delivery channels; oversee the development of content to support high levels of learner engagement and achievement of learning outcomes.
- Lead LMS implementation readiness, including requirements gathering, content migration plan and user adoption planning; once the LMS is live, act as the primary LMS administrator for course catalog, user management, compliance tracking, reporting and continuous improvement.
Career Development and Internal Mobility:
- Design career development frameworks, competency or capability models, and career conversation guides for managers.
- Promote internal mobility by connecting talent review outcomes, succession pipelines and learning pathways; support mentorship, coaching or Hi-po programs where applicable.
Talent Review and Succession Planning:
- Support the end-to-end execution of global Talent Review and Succession Planning cycles, including template design, data collection, calibration support and follow-up actions; maintain global talent data integrity for performance, potential, readiness, critical roles and succession pipelines.
- Prepare the business requirements, data model and process design for future SuccessFactors Succession implementation, and support HRIS/IT during configuration, testing and rollout.
HR Data Analytics and Insights:
- Investigate complex hypotheses, using a wide range of talent data to diagnose underlying causes of key business issues and identify opportunities to enhance employee engagement and/or improve business performance.
- Design and maintain Talent Review Dashboards to provide insights on bench strength, flight risk, diversity and succession coverage.
HR Data Management:
- Specify, develop, and test HR data collection procedures and tools within the talent development function to meet defined key principles and ensure compliance with external requirements.
Project Management and Integration Support:
- Serve as the project manager for specific TD workstreams related to the Gentherm–Modine integration (e.g., merging learning catalogs, harmonizing talent review templates).
- Support TD Director in change management, manager enablement and adoption tracking for new TD processes and future systems.
- Ensure TD processes remain consistent, data-driven and executable across regions during the integration period.
Policy Development and Implementation:
- Develop procedures and interpret and apply policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.
Budgeting:
- Manage the global leadership training budget
Minimum Qualifications
- Bachelor's Degree
- 5 to 8 years of relevant work experience
- Experience designing leadership programs, HiPo programs or career development frameworks
- Hands-on experience with LMS implementation, migration or administration, including requirements definition, vendor management and user adoption
- Strong data and reporting skills; experience with data visualization tools preferred
- Strong project management, stakeholder management and cross-cultural communication skills
Preferred Qualifications
- Master's degree or relevant certifications (e.g., DISC, Hogan)
- Working knowledge of SAP SuccessFactors LMS and Succession modules
- Experience supporting integrations during M&A or organizational transformation
Gentherm is an Equal Opportunity Employer. We are committed to building an inclusive culture through Our Network of Engagement (ONE) where we value our differences and work together to positively impact the lives of our employees, customers, and communities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, age, national origin, genetic information, sexual orientation, gender identity, disability, or protected veteran status.
Nearest Major Market: Detroit
Job Segment: HR Manager, Project Manager, Change Management, Data Management, Data Modeler, Human Resources, Technology, Management, Data
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Mid Level Talent Development Specialist Jobs: Frequently Asked Questions
How do I get a mid level talent development specialist job?
Position your experience around ownership, not just participation. Highlight programs you designed from scratch, facilitated independently, and measured for impact. Employers at this level want to see that you can manage a learning initiative from needs analysis through evaluation without heavy guidance. Tailor your resume to show progression in scope, such as moving from supporting a program to leading one, and emphasize any cross-functional collaboration or stakeholder management you have handled.
Which companies hire mid level talent development specialists?
Companies hiring mid level talent development specialists right now include GENTHERM, McCain Foods, and CNA Insurance, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from mid-size to large organizations that have established learning functions and need specialists who can operate independently on training design, delivery, and evaluation.
Are there remote mid level talent development specialist jobs?
Yes, though availability varies by employer and industry. About 100% of mid level talent development specialist openings are remote or hybrid as of November 2026, reflecting strong demand for specialists who can design and deliver virtual or blended learning programs. Roles tied to in-person facilitation or onboarding cohorts are more likely to require on-site presence.
How do I move up to a mid level talent development specialist role?
Moving from entry level into a mid level talent development specialist role takes deliberate skill-building over time. Focus on going deeper in instructional design, needs assessment, and program evaluation rather than staying generalist. Take ownership of projects even when it is not formally required, document measurable outcomes from your work, and seek out experience managing stakeholder relationships. Building a portfolio of programs you led independently signals readiness for mid level responsibilities.
Which industries hire the most mid level talent development specialists?
Mid Level talent development specialist roles concentrate in Insurance, Automotive, and Education, based on current listings on Migrate Mate as of November 2026. These sectors tend to invest heavily in workforce capability at the mid level because they operate at scale and need specialists who can run programs with minimal supervision across large or distributed employee populations.