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About the Role

The Senior Specialist, Global Talent & Learning supports the design, implementation, and continuous improvement of talent management, organizational capability, and learning & development initiatives. This role partners with HR, business leaders, and subject matter experts to identify critical capabilities, develop talent pipelines, manage succession planning, leadership development, competency frameworks, and learning solutions. The ideal candidate combines expertise in Talent Management, L&D, organizational development, project management, analytics, and business partnering to translate business needs into practical, scalable talent solutions.

Responsibilities

Support the design, implementation, and continuous improvement of global talent management strategy and processes.
Coordinate and facilitate the annual Talent Review and Succession Planning process.
Partner with regional HR teams and business leaders to identify talent and support the development of succession plans for critical roles.
Support the development of targeted development plans for successors and high-potential talent.
Support internal mobility and career development initiatives.
Support the development and execution of annual learning and development priorities.
Conduct learning and capability needs assessments in partnership with HR and business leaders.
Support the development and ongoing delivery of Leadership, Technical, and Functional Academies.
Work with business leaders and subject matter experts to identify capability requirements for key roles and functions.
Support the design of structured learning journeys aligned with career levels, roles, and required competencies.
Translate technical and functional expertise into structured learning content, curricula, workshops, and development experiences.
Support the development of leadership learning journeys for various leadership levels.
Partner with subject matter experts to identify internal knowledge and expertise for academy programs.
Support the development of blended learning solutions.
Facilitate workshops, academy sessions, and learning interventions.
Design and deliver engaging facilitator-led sessions.
Coach internal subject matter experts and leaders to strengthen facilitation effectiveness.
Support the development and maintenance of competency and capability frameworks.
Conduct job analysis to identify required knowledge, skills, behaviours, and technical capabilities.
Develop competency profiles and proficiency levels in partnership with functional experts.
Identify current and future capability requirements based on business strategy.
Conduct capability gap assessments and translate findings into development priorities.
Support career architecture and career pathway initiatives.
Support the Graduate Development Program and other early-career talent initiatives.
Coordinate structured learning and development components of rotational programs.
Support the development of learning objectives and capability expectations for each rotation.
Coordinate assessments, development plans, mentoring, and program feedback.
Support career planning and progression for high-performing graduates.
Partner with business leaders to strengthen the future engineering, commercial, and technical talent pipeline.
Support continuous improvement of the performance management process.
Help strengthen the connection between performance, potential, development, and succession.
Support managers in developing meaningful employee development plans.
Analyze performance and talent data to identify recurring organizational capability gaps.
Support talent calibration and development discussions.
Ensure development objectives are connected to organizational, functional, and individual priorities.
Develop and maintain talent and L&D reporting for evidence-based decision-making.
Support strategic Talent and L&D projects from planning through implementation.
Develop project plans, timelines, milestones, stakeholder maps, and communication plans.
Prepare presentations, recommendations, business cases, and reports for leadership.

Requirements

Bachelor's degree in Human Resources, Organizational Development, Business, Psychology, Education, or a related discipline.
5+ years of progressive experience in Talent Management, Learning & Development, Organizational Development, HR, or a related field.
Experience in a manufacturing, industrial, engineering, technology, or other technically complex organization is strongly preferred.
Experience with talent reviews, succession planning, competency frameworks, leadership development, and learning programs.
Experience supporting technical, functional, or leadership development programs.
Strong project management and facilitation capabilities.
Experience working with senior leaders, managers, and cross-functional stakeholders.
Experience with HR technology, learning platforms, performance systems, or talent management systems.
Experience with psychometric or talent assessment tools is an asset.

Skills

Talent Management
Learning & Development
Organizational Development
Project Management
Analytics
Business Partnering
Succession Planning
Competency Frameworks
Leadership Development
Learning Solutions
Needs Assessment
Facilitation
Coaching
Job Analysis
Career Architecture
Performance Management
Talent Analytics
Reporting

Location

Global

Work Type

Full-time

Experience Level

5+ years

Education Level

Bachelor's degree

About the Company

Armstrong Fluid Technology is a leader in fluid-flow technology with eight manufacturing facilities on four continents.
The company is driven by a shared mission to engineer the future and safeguard our planet.
Armstrong fosters an environment that promotes growth, creativity, and collaboration.
The company focuses on developing cutting-edge solutions that promote energy efficiency and reduce environmental impact, aiming to lower global carbon footprints.