Talent and Learning Strategy Manager

ABOUT SUBARU

Love. It’s what makes Subaru, Subaru®. As a leading auto brand in the US, we strive to be More Than a Car Company®. Subaru believes in being a positive force in the communities in which we live and work, not just with donations but with actions that set an example for others to follow. That’s what we call our Subaru Love Promise®.

Subaru is a globally renowned automobile manufacturer known for its commitment to innovation, safety, and sustainability. With a rich history dating back to 1953, Subaru has consistently pushed the boundaries of automotive engineering to deliver vehicles that offer not only exceptional performance but also a unique blend of utility and adventure.

Subaru's company culture is built on collaboration, diversity, and a shared passion for our product. We foster an inclusive environment that encourages employees to bring their unique perspectives and talents to the table. Our team members are driven by a common goal: to create exceptional vehicles that inspire and delight our customers.

    SUMMARY   Oversees and leads redesign and modernization of Subaru's Learning, Talent, and Organizational Development programs. Partners with senior leadership team, internal and external clients, and Human Resources Business Partners (HRBPs) to diagnose business need, determine ideal outcomes, recommend solutions, and develop robust talent strategies. Leads and manages the process of designing, developing, implementing, maintaining, and evaluating talent solutions that align to HR strategy and deliver business results. Manages Talent and Learning work through two Specialists. Reports directly to the VP, Human Resources (CHRO) and serves as a member of the  HR Leadership team.   MAJOR RESPONSIBILITIES

• Leads and manages internal and external resources to provide necessary consultation on the development and implementation of talent solutions as part of workforce planning strategy. Procures or develops and implements the best organization development solution that will influence and change behavior/thinking (examples: redesign of Future Leadership Conference, development of 9-box talent succession/assessment grid, mentoring program, performance management review process and calibration, A Starfull Welcome new employee orientation, and workforce planning). Partners with the business to identify development and talent needs required to deliver the best business result.
• Leads and manages talent programs and strategies throughout the employee lifecycle. Partners with the senior leaders to build and implement robust development and succession strategies to ensure that we have the right people developed for the right roles at the right time.
• Manages Specialists to ensure that the team solutions are meeting business needs. Works together to research and identify existing solutions and to ensure alignment on build vs. buy decisions and appropriate learning modality on content to support identified learning solutions. Makes decisions on learning solutions and application.
• Manages the implementation of new learning programs and enhancements to existing programs and provides strategy around future talent needs for the organization.
• Leads and manages through Specialists the construction of a learning portfolio that (1) focuses on creating ‘real’ and ‘curated’ learning, (2) develops Manager Capability, (3) customizes efforts according to talent segments, (4) aligns with workforce planning to anticipate changing learning needs, and (5) makes smart learning investments.
• Manages relationship with coaching partner. Partners with key stakeholders on all phases of the executive coaching lifecycle and 360 feedback coaching. Partners with leaders to identify the best strategy for leader development resulting from the talent management processes.
• Proactively partners with senior leaders to strategize, develop, and embed talent management plans and programs that address both current and future business needs including implementing succession management and ensuring that succession plans are in place for key roles.Leads and manages internal and external resources to provide necessary consultation on the development and implementation of talent solutions as part of workforce planning strategy. Procures or develops and implements the best organization development solution that will influence and change behavior/thinking (examples: redesign of Future Leadership Conference, development of 9-box talent succession/assessment grid, mentoring program, performance management review process and calibration, A Starfull Welcome new employee orientation, and workforce planning). Partners with the business to identify development and talent needs required to deliver the best business result.
• Leads and manages talent programs and strategies throughout the employe