ResponsibilitiesWe currently have a great opportunity available for a Talent & Organizational Development Senior Manager. The Senior Manager, Talent & Organizational Development supports the development of and leads the execution of a talent and leadership development portfolio across Sysmex America, working closely with the Americas functions. Working within strategic priorities established by Sysmex Corporation and SAI leadership, this role translates business strategy, workforce insights, and organizational capability needs into scalable programs, tools, and operating practices that strengthen leadership effectiveness, succession readiness, career growth, associate retention, and long-term organizational performance.
Reporting to the Director, Corporate Communications, Strategy & Talent Development, this role serves as an internal consultant and talent development subject-matter expert. The Senior Manager partners closely with HR Business Partners, regional HR teams, business leaders, global colleagues, and cross-functional partners to implement consistent frameworks, strengthen existing programs, and deliver measurable solutions aligned with the Sysmex Way, Elevate128, and One Americas priorities.
Essential Duties and Responsibilities:- Develop and lead the Talent & Organizational Development roadmap, annual operating plan, governance, and intake and prioritization process within enterprise priorities established by the Director and HR leadership.
- Translate the Sysmex Way, Elevate128, associate engagement insights, workforce needs, and business priorities into an integrated portfolio of talent and leadership development solutions; recommend which programs should be sustained, redesigned, expanded, integrated, or retired.
- Design, deliver, and continuously improve development pathways for emerging, new, experienced, and senior leaders, including leadership expectations, curricula, cohort experiences, manager tools, action learning, coaching, mentoring, assessments, and reinforcement strategies.
- Develop and maintain consistent processes and tools for critical-role identification, talent reviews, calibration, succession planning, successor readiness, development planning, and differentiated development for high-potential and critical talent. Equip leaders and HR Business Partners to facilitate effective talent discussions, while business leaders retain accountability for individual talent assessments, succession selections, readiness determinations, and development commitments.
- Provide portfolio leadership for priority development experiences, including onboarding, SysMED, Business Essentials, manager and leadership programs, career development, mentoring, team effectiveness, and self-directed learning resources.
- Consult with leaders, HR Business Partners, and HR process owners to determine leadership, capability, and team-effectiveness needs; recommend practical solutions connected to business outcomes; and strengthen alignment across talent development, succession, engagement, workforce planning, and performance-management processes.
- Design or facilitate leadership workshops, team-development sessions, and approved capability assessments. Establish consistent facilitation standards and guardrails, build internal facilitation capability, and engage qualified external facilitators, coaches, or consultants when appropriate.
- Establish meaningful measures of program reach, learner experience, application, leadership capability, succession health, career movement, and business impact. Lead regular portfolio reviews and maintain dashboards, operating calendars, documentation, and governance routines that strengthen visibility, accountability, and continuous improvement.
- Manage approved budgets, vendors, contracts, external resources, and learning and talent-technology requirements in accordance with company policies and approval authorities. Partner with global and regional colleagues to leverage shared programs, adapt solutions for cultural and business needs, and advance consistency across One Americas.
- Other duties as assigned, based on evolving business needs.
Percentage of Travel: 10 -20%
Qualifications- Bachelor's degree in Human Resources, Organizational Development, Business, Education, or a related field, or an equivalent combination of education and relevant experience.
- Minimum 8 years of progressive experience in talent development, leadership development, talent management, organizational development, learning, or a related field.
- Minimum 4 years of experience leading the design and implementation of complex enterprise, regional, or multi-business talent initiatives from needs assessment through implementation and evaluation.
- Demonstrated experience designing leadership or manager-development solutions and facilitating programs, workshops, talent discussions, or senior-leader sessions.
- Direct experience with succession planning, talent reviews, calibration, nine-box processes, critical-role planning, high-potential development, or career-development frameworks.
- Experience managing multiple programs, budgets, vendors, timelines, and measures of effectiveness while translating talent and workforce data into clear recommendations.
- Master's degree in Human Resources, Organizational Development, Business, Education, or a related discipline preferred.
- Relevant professional certification such as CPTD, SHRM-SCP, SPHR, ICF coaching, Prosci, or certification in approved leadership, team-effectiveness, or assessment tools preferred.
- Demonstrated ability to build and sustain an enterprise talent or leadership-development portfolio while remaining hands-on in program design, facilitation, implementation, and improvement.
- Strong business acumen and ability to translate organizational priorities, workforce insights, and capability gaps into scalable talent solutions.
- Demonstrated success as a strategic advisor and trusted partner to senior leaders, HR Business Partners, regional HR teams, and cross-functional stakeholders.
- Experience working in a matrixed, global, regional, regulated, or complex corporate environment required.
- Healthcare, diagnostics, medical device, life sciences, manufacturing, or other regulated-industry experience desirable.
- Experience working across countries, cultures, business units, or an Americas-wide organization desirable.
- Ability to use sound judgment, maintain confidentiality, exercise discretion, and appropriately handle sensitive talent and succession information.
- English. Able to communicate effectively, both written and verbally, with all levels of the organization.
Highly proficient in Microsoft Word, Excel, PowerPoint, Outlook, and Teams. - Experience with SuccessFactors or a comparable HRIS, talent, learning, or performance platform preferred.
- Experience with learning management systems, employee-listening platforms, people analytics, dashboards, project-management tools, and collaboration tools preferred.
- Strong strategic and systems-thinking skills, paired with a pragmatic, hands-on approach to building and sustaining programs.
- Strong executive presence, consulting judgment, facilitation ability, and credibility with senior leaders, HR partners, people leaders, and diverse associate populations.
- Working knowledge of adult learning, blended learning, instructional design, coaching, assessment, talent management, succession planning, and program-evaluation practices.
- Ability to lead through influence, establish clarity across matrixed teams, and drive progress without relying on formal reporting authority.
- Ability to translate business and workforce priorities into actionable development strategies, leadership programs, succession practices, and measurable outcomes.
- Strong project and portfolio management skills, including intake, prioritization, governance, change adoption, vendor management, budget discipline, and continuous improvement.
- Strong analytical ability to interpret qualitative and quantitative data, distinguish activity from impact, and communicate clear recommendations.
- Demonstrates cross-cultural awareness, sound judgment, discretion, and professionalism when handling confidential employee and organizational information.
- Must be organized, detail-oriented, adaptable, and able to manage multiple complex priorities in an evolving environment.
- Able to navigate ambiguity, anticipate issues, build stakeholder alignment, and maintain momentum on high-visibility initiatives.
The salary range for this role is $115,000 to $178,000. Within this range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. The total compensation package for this position also includes a choice of health care plan (medical, vision, and dental insurance), an annual incentive bonus, paid time off, parental leave, bereavement leave and a 401(K) for all eligible employees.
