POSITION INFO:

The Career Development Manager is responsible for designing, implementing, and continuously improving a comprehensive, enterprise-wide career development framework that supports employee growth, internal mobility, and organizational capability building. This role operates at both a strategic and executional level, partnering across business units, HR, and leadership to deliver scalable career tools, programs, and learning pathways accessible to associates at all levels of the organization.

The role requires strong program design skills, stakeholder influence, data-driven decision-making, and the ability to translate business strategy into meaningful career development experiences.

RESPONSIBILITIES:

Enterprise Career Development Strategy
• Design and own an end-to-end, company-wide career development strategy aligned with business goals, workforce plans, and priorities
• Define clear career philosophies, principles, and frameworks applicable across functions
• Ensure career development approaches are accessible to all levels of the organization
Program Design & Delivery
• Develop and deliver scalable career development programs, including:
• Career planning and navigation resources
• Manager enablement tools for career conversations
• Employee self-service career exploration tools
• Workshops, learning series, and digital content
• Pilot initiatives, gather feedback, and refine programs for enterprise rollout
• Balance consistency with local or functional customization
Stakeholder Partnership & Influence
• Partner closely with HR Business Partners, Learning, Talent Acquisition, and business leaders
• Serve as a subject-matter expert and advisor to leaders and managers on career development best practices
• Collaborate with HR technology team to enable and enhance career platforms and tools
Internal Mobility & Talent Growth
• Support and promote internal mobility strategies by aligning career pathways with talent pipelines and workforce needs
• Integrate career development into performance, learning, and succession processes
• Identify barriers to career progression and recommend data-informed solutions
Measurement, Insights & Continuous Improvement
• Define success metrics tied to engagement, internal moves, participation, and manager capability
• Analyze feedback and workforce data to assess program effectiveness
• Continuously evolving offerings based on business needs, employee feedback, and industry trends
Governance & Communication
• Establish and maintain clear governance, standards, and documentation for career development programs
• Develop communication strategies to drive awareness, adoption, and sustained engagement across the enterprise
• Ensure content and messaging are consistent, accurate, and aligned with company policies

EXPERIENCE:
• 6-10 years of experience in career development, talent management, learning & development, or HR program management
• Demonstrated experience designing and deploying large-scale, cross-functional programs
• Strong understanding of career frameworks, adult learning principles, and workforce development
• Proven ability to influence without authority and partner with senior leaders

EDUCATION:
• Bachelor's degree in Human Resources, Organizational Development, Psychology, Business, or a related field

TRAINING AND SKILLS:
• Enterprise program design and execution
• Strategic thinking with strong attention to operational detail
• Stakeholder management and facilitation
• Data analysis and outcome measurement
• Excellent written and verbal communication
• Change management and continuous improvement mindset
• High degree of discretion, professionalism, and employee advocacy

PHYSICAL DEMANDS / ENVIRONMENTAL FACTORS:

Prolonged periods sitting at a desk and working on a computer.
Must be able to lift up to 15 pounds at times.