Talent Development Manager (Learning& Leadership Development)

The Talent Development Manager will help build the leadership, management, and organizational capabilities required for Acumatica to scale successfully.  This role translates business strategy, talent priorities, and organizational capability needs into practical, engaging, and scalable development experiences, content, tools, and resources. The Talent Development Manager will design and deliver solutions for people managers, employees, and HR Business Partners, with particular focus on the critical capabilities identified by the organization.  The role will connect learning and development to leadership expectations, career growth, and broader talent priorities through a thoughtful combination of experiences, exposures, education, practical tools, and on-the-job application.  A key part of the role is creating leverage. Rather than personally delivering every development experience, this individual will build resources, facilitator materials, and train-the-trainer solutions that equip HR Business Partners and leaders to reinforce and cascade learning throughout the organization.  The role will also create and maintain centralized leader and employee toolkits that make expectations, key organizational messages, resources, and practices easy to understand and apply. This supports Acumatica’s goal of scaling while preserving and strengthening the culture and ways of working that make the company distinctive.  This is a senior individual-contributor role requiring someone who can move comfortably between strategy and hands-on execution, from designing a leadership-development program or facilitating a workshop to building an intuitive SharePoint resource center.  Key Responsibilities: Learning & Capability Development  • Translate business strategy, HR and talent priorities, employee insights, and identified capability gaps into focused development priorities and solutions.  • Design and develop learning experiences focused on leadership effectiveness, manager effectiveness, professional capabilities, and other priority organizational needs.  • Create development pathways that combine facilitated learning, self-directed education, practical tools, developmental experiences and exposures, on-the-job application, and reinforcement.  • Connect development experiences, exposures, education, and resources to career profiles, capability expectations, and broader talent priorities, helping employees and managers make development more intentional and relevant to career growth.  • Develop high-quality workshops, presentations, facilitator guides, participant materials, exercises, job aids, playbooks, and digital learning content.  • Facilitate leadership, manager, employee, and HR development sessions as appropriate.  • Curate external and internal learning resources to complement internally developed content.  Leadership & Manager Enablement  • Build scalable development experiences that strengthen leadership and people-manager effectiveness.  • Translate leadership expectations into practical behaviors, tools, learning experiences, and resources that leaders can apply in their day-to-day work.  • Develop leader toolkits and playbooks covering critical leadership and management practices such as goal setting, feedback, 1:1s, career conversations, communication, accountability, and team leadership.  • Partner with the Director of Talent & Organizational Capability and HR Business Partners to identify emerging leadership and management capability needs.  • Create reinforcement mechanisms that help move development from one-time training to sustained behavior and organizational practice.  • Equip managers to support employee growth through effective development planning, career conversations, feedback, coaching, and identification