Sr. Manager Talent Development

Location 23751 N. 23rd Avenue,Phoenix, AZ, 85085,United States
Job Category Office
Employee Type FT - Exempt

Description
Talent Development

Architect and lead a comprehensive, enterprise-wide talent development strategy aligned to Suntec Concrete's business goals and growth trajectory.

Design and implement programs that develop employees at all levels, from frontline team members to senior leaders, with clear, measurable outcomes.

Partner with business leaders and HR Business Partners to assess talent gaps, identify high‑potential individuals, and build actionable development plans.

Partner with the CPO and executive leadership to define, activate, and sustain a culture of trust, accountability, and continuous growth.

Oversee the design and facilitation of high‑impact learning experiences in both in‑person and virtual formats.

Establish learning evaluation strategies and measurement frameworks that demonstrate ROI and continuously improve program effectiveness.

Career Pathing & Growth Frameworks

Design and implement structured career pathing frameworks that give every Suntec employee a clear line of sight from where they are to where they can go.

Build role clarity and progression models that define what success looks like at each level of the organization.

Partner with department leaders to create individualized development pathways that balance organizational needs with employee aspirations.

Champion internal mobility and promotion‑from‑within as core pillars of the talent strategy.

Serve as a trusted coach and thought partner to leaders at all levels, helping them unlock the full potential of their teams.

Lead the development and implementation of an enterprise competency model that defines the knowledge, skills, and behaviours required across all roles and levels.

Ensure competencies are embedded into the full employee lifecycle: hiring, onboarding, performance, development, and succession.

Leverage competency data to inform capability planning, identify development priorities, and guide leadership decisions.

Regularly review and evolve the competency model to stay aligned with business strategy and industry trends.

Training & Development Roadmap

Develop a multi‑year Learning & Development roadmap that prioritises the right capabilities at the right time across the enterprise.

Build scalable, blended learning solutions including instructor‑led, digital, experiential, and peer learning, tailored to a dynamic, field‑based workforce.

Build and maintain strong vendor and consultant relationships to supplement internal capabilities where needed.

Develop new manager and leader onboarding programmes that accelerate time‑to‑effectiveness and cultural integration.

Lead Suntec University as the central hub for employee learning, growth, and professional development across the organization.

Oversee the strategy, content curation, and ongoing evolution of the Suntec University curriculum to ensure it remains relevant, engaging, and aligned to business priorities.

Manage all e‑learning development and delivery, partnering with subject‑matter experts to create digital content that is accessible, scalable, and effective for a diverse workforce.

Leverage LMS data and analytics to track learner progress, measure program effectiveness, and surface insights that inform the broader talent development strategy.

Evaluate and implement new e‑learning tools, authoring platforms, and digital learning technologies to keep Suntec's learning ecosystem modern and future‑ready.

Performance Management & Individual Development Plans

Lead the design and execution of the enterprise performance management strategy, ensuring a consistent, fair, and growth‑oriented experience for all employees.

Develop and champion a robust Individual Development Plan (IDP) framework that empowers every employee to own their growth with clear goals, milestones, and manager support.

Partner with HR Business Partners and managers to embed IDPs into regular performance conversations and talent review cycles.

Use performance data and development insights to identify capability gaps, inform succession planning, and prioritise learning investments.

Requirements

Bachelor's degree in Organizational Development, Human Resources, Business, or a related field; advanced degree preferred.

10+ years of progressive experience in Leadership and Talent Development, Organizational Development, or a related discipline.

Demonstrated success designing and scaling talent development and performance management programmes.

Experience leading or influencing without formal authority across multiple business units and stakeholder groups.

Proven ability to lead a team, develop direct reports, and build a high‑performing function from the ground up.

Deep expertise in competency model design, career framework development, IDP programmes, and succession planning.

Exceptional facilitation and coaching skills with the ability to engage audiences from frontline employees to senior leaders.

Strong data fluency: able to use talent analytics and learning metrics to inform strategy and measure impact.

Highly skilled at building relationships, influencing stakeholders, and driving alignment across diverse functions.

Strong project management skills with the ability to manage multiple complex initiatives simultaneously.

Experience with leadership assessments or talent optimisation tools such as Predictive Index.

Summary
Suntec Concrete, a 100% employee‑owned company and the largest commercial concrete contractor in the Southwest, is seeking a dynamic and visionary Sr. Manager of Talent Development. Reporting directly to the Chief People Officer, this role will be the driving force behind building a workplace where every individual feels engaged, supported, and empowered to achieve their full potential, every single day.

This is an opportunity to build from the ground up: designing the talent infrastructure, career frameworks, and leadership capabilities that will define Suntec Concrete's culture for years to come. You will translate organisational ambition into scalable, high‑impact people strategies that strengthen our pipeline, elevate performance, and create a culture of continuous growth.

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