Talent Development Manager, APAC

The Talent Development Manager at Spaulding Ridge is responsible for overseeing training and development initiatives for employees across the APAC region. This includes managing the onboarding program for new hires, partnering with business leaders to create tailored training solutions, and leading both virtual and in-person training sessions. A unique aspect of this role involves identifying and addressing skill gaps while also supporting and developing junior talent on the HR team.

To qualify for the Talent Development Manager role at Spaulding Ridge, candidates should possess 11-13 years of experience in learning and development or organizational development, preferably within a professional services environment. Key qualifications include strong instructional design skills, effective facilitation abilities, a minimum of two years of people management experience, and industry certifications. A Bachelor’s Degree in a relevant field is also required.

As a key member of the People & Culture Team, the Talent Development Manager fosters employee growth by designing and delivering programs that enhance managerial skills and leadership capabilities. This role plays a pivotal part in creating an engaging onboarding experience, establishing early career development initiatives, and identifying training needs across various practice areas, thereby empowering employees to reach their potential and advance their careers.

The Talent Development Manager at Spaulding Ridge will oversee a mix of training programs, including the onboarding process for new hires in APAC, virtual internal training sessions like the early career development program, leadership training series, and in-person workshops conducted at our Jaipur and Bangalore offices. This diversity ensures that training is comprehensive and meets the evolving needs of our workforce.

Spaulding Ridge fosters a workplace culture rooted in relationships and community. The organization values diversity, equity, and inclusion, working hard to create an environment where all employees feel respected and valued. Employees have the opportunity to participate in community service initiatives and employee resource groups that enhance our culture and promote a sense of belonging.

When answering this question, highlight specific training programs you've designed, focusing on your approach to identifying needs and setting objectives. Share any successful outcomes or metrics that illustrate the impact of your efforts on the organization.

Discuss your methods for assessing training needs, such as conducting surveys, interviews, or gathering feedback from managers. Emphasize the importance of aligning training goals with business objectives to ensure relevance and effectiveness.

Explain your approach to onboarding by discussing structured programs for new hires that cover essential topics. Mention the importance of conveying company culture and values during onboarding, as well as opportunities for check-ins and follow-up training.

Outline key performance indicators you track, such as participant feedback, competency assessments, or changes in performance metrics. Discuss your commitment to continuous improvement based on these insights.

Share your approaches to professional development, such as attending workshops, webinars, and networking with industry peers. This demonstrates your commitment to leveraging current best practices in your role.

Be prepared with a specific example, detailing the initiative's goals, execution, and results. Focus on the challenges faced and how you adapted strategies to achieve success, highlighting collaboration with various stakeholders.

Emphasize that feedback is crucial for refining training programs. Discuss your processes for gathering input from participants and managers, and how you incorporate that into future offerings ensuring programs are continuously aligned with needs.

Highlight your communication skills and relationship-building techniques, which are essential for understanding training needs and driving engagement across all levels. Provide examples of how establishing rapport has positively impacted training initiatives.

Mention your familiarity with various learning management systems, eLearning platforms, and tools such as Docebo LMS or Open Sesame content. Discuss how you've utilized these technologies to enhance the learning experience.

Share your belief that talent development is not just about skills but also about fostering a culture of growth and support within the organization. Discuss how this philosophy informs your strategy and decision-making in training initiatives.