Senior Manager-Talent Development

As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. Join S&C to make an impact on tomorrow’s energy challenges and become an employee-owner!

Hours

8:00 am – 5:00 pm (Mon-Fri) Hybrid

Compensation

At S&C, we provide competitive and equitable compensation for all our team members, and we are committed to transparency in our pay practices. The estimated annual base salary range for this position is $151140 - $200318.8. Individual pay within this salary range is determined by several compensable factors, including performance, knowledge, job-related skills and experience, and relevant education or training. This role is also eligible for S&C’s annual incentive plan (AIP), subject to eligibility criteria.

Join Our Team as a Senior Manager-Talent Development!

Are you passionate about talent development? S&C Electric Company is seeking a dynamic individual to lead our Talent Development function. The Talent Enablement department is responsible for developing, implementing, and sustaining S&C’s global talent management ecosystem designed to facilitate organizational, professional, and career development in support of S&C’s strategic objectives and competitive advantage in the market.   

The Senior Manager –Talent Development is a leadership role tasked with driving forward-thinking talent management initiatives including talent identification, organizational effectiveness, performance management, succession planning and talent programs.

Key Responsibilities:

• Strategy Deployment: Collaborate closely with the Sr Director of Global Talent Enablement to craft and refine global leadership and talent program strategies that resonate with S&C's overarching business objectives. Serve as a key influencer in aligning talent initiatives with organizational goals, ensuring agility and responsiveness to evolving market dynamics.  Lead the design and integration of global talent management programs; such as talent identification, succession management and talent development programs.  Promote and increase the visibility of talent programs through organization-wise communication plans, leveraging S&C's intranet and other innovative strategies with the goal to continually increase uptake and utilization of talent programs and tools.  

• Leadership Program Oversight: Direct the S&C Leadership Experience Program, ensuring its activities substantially support the specific skill and competency requirements of S&C's leadership team. Collaborate and lead the Leadership Program Manager and other team members to consistently enhance program activities and overall structure, incorporating feedback from participants and their leaders. Foster relationships with vendors and third-party partners to drive continuous evolution and improvement of the program. 

• Talent Marketplace: Oversee the strategic governance, enhancement, and application of the Career Framework structure, and Work Element program collaborating with organizational leaders to align with evolving business needs, optimize internal equity, and drive performance, recruitment, and retention initiatives. Partner with functional/subject matter expert leaders to assess the effectiveness of the program and identify the short to mid-term needs of the business.  

• Performance Management & Talent Review: Drive performance management and Talent Review strategies by championing leader development, deploying advanced tools for talent identification and skill gap analysis, collaborating with HRBPs to operationalize actionable succession plans, and proactively monitoring readiness to mitigate retention risks and ensure organizational resilience. 

• Organizational Development: Spearhead organizational development initiatives, including succession management, talent review process, and internal salaried mobility programs, while leading change management efforts and orchestrating strategic communications to amplify the impact of talen