Talent Management & Learning Partner

Job Family Group:

Are you ready to do something remarkable? Ready to collaborate with an incredible team to solve problems that improve people's lives? Meet Ingevity.

At Ingevity, we develop innovations that purify, protect and enhance the world around us. Our products enable oil to flow better, crops to grow fuller, roads to last longer and ensure that the air we all breathe is cleaner.

Our people come from all different backgrounds and help reimagine new possibilities daily. We understand there is no challenge too big and no contribution too small. We seek out new ideas for tackling complex problems and celebrate achieving the improbable. We value each person's unique talents and synergize them to create meaningful impact and sustainable solutions for our customers and our world.

Bold. Energetic. Ingenious. Genuine. If these qualities describe you, we'd love for you to join Ingevity!

Position Overview:

The Talent & Learning Manager is a key strategic partner responsible for developing and executing talent management and learning & development programs that support the achievement of our business goals and foster a high performing, engaged workforce. Reporting directly to the VP of HR, this role will play a pivotal part in shaping our talent strategy, identifying future leaders, and ensuring our employees have the skills and knowledge necessary to succeed for both business and manufacturing teams. This role requires a blend of strategic thinking, program development, and strong execution skills.

How you will Impact Ingevity:

Succession Planning:

• Develop and implement a comprehensive succession planning process, including identifying key roles, assessing talent pools, and creating development plans for high-potential employees for corporate, commercial, technical and manufacturing operations.
• Partner cross-functionally with business and operations leadership to identify critical roles and future talent needs.
• Maintain and track succession plans, reporting on progress and impact.

Performance Management:

• Lead the design, implementation, and ongoing management of the performance management process, ensuring alignment with organizational goals and values.
• Provide guidance and training to managers and employees on effective performance management practices, including feedback, coaching, and performance documentation.
• Analyze performance data to identify trends, areas for improvement, and development needs.

Learning & Development and Employee Engagement

• Conduct needs assessments to identify skill gaps and training requirements across the organization.
• Design, develop, and implement engaging learning programs, including instructor-led training, e-learning, and on-the-job training.
• Evaluate the effectiveness of learning programs and make adjustments to ensure optimal impact.
• Keep abreast of industry best practices and emerging learning technologies.
• Support the roll-out and sustainment of an engagement framework

Facilitation:

• Facilitate training sessions, workshops, and team-building activities that support employee development and engagement.
• Utilize various facilitation techniques to engage diverse learning styles.
• Create a dynamic and interactive learning environment.

Vendor Management:

• Identify, evaluate, and select external vendors for training programs and learning technologies.
• Manage vendor relationships, ensuring quality service delivery and adherence to contractual agreements.
• Monitor vendor performance and track costs, ensuring cost-effectiveness.

HR Partnership:

• Collaborate with the HR team to ensure an integrated approach to talent management and development.
• Provide guidance and support to managers and employees on learning and development opportunities.
• Contribute to the development of HR policies and procedures related to talent and learning.

Continuous Improvement:

• Monitor and analyze the effectiveness of talent and learning programs, making data-driven recommendations for continuous improvement.
• Stay current with industry best practices and emerging trends in talent management and learning & development.

What you need to succeed:

• Bachelor's degree in human resources, Organizational Development, Education, or a related field is required.
• Minimum of 5-7 years of experience in talent management, learning & development, or a related HR discipline is required.
• Experience in a manufacturing or industrial setting is strongly preferred.
• Proven experience in designing, developing, and implementing learning and development programs is required.
• Strong understanding of performance management principles and practices.
• Experience with succession planning and talent identification is required.
• Demonstrated ability to facilitate engaging training sessions and workshops is required.
• Experience managing external vendors and budgets.
• Excellent communication, interpersonal, and presentation skills.
• Strong analytical and problem-solving skills.
• Proficiency in HRIS and Learning Management Systems (LMS) is preferred.

Please note: This is not a position that Ingevity will consider for employment sponsorship. This means that Ingevity will not sponsor in any NIV category (including TN, E-3, H-1B, O-1) or submit the position in the H-1B Registration.

Ingevity is a company made up of extraordinary people of every race, religion and background, all worthy of the same dignity. Our differences are one of our great strengths. Join us in building a culture of increasing diversity and respect - a culture where everyone belongs.

Ingevity is an Equal Opportunity Employer, Minorities/Women/Veterans/Disabled.

Recruiting Agencies: Ingevity does not accept unsolicited resumes and therefore, will not be responsible for any fees associated with unsolicited resumes.