Leads the design, development, and facilitation of management development programs that drive organizational capability and enhance manager effectiveness, while overseeing the creation and delivery of learning programs for individual contributors. Reporting to the Director of Talent Development & Engagement, this role collaborates on shaping programmatic strategy, building organizational leadership capability, and translating people data into actionable insights.
Essential Functions and Key Responsibilities:
- Owns end-to-end design and delivery of management development programs. Develops and iterates on program content, components, and materials using participant feedback, in-session observations, and management development principles. Ensures programs are business-relevant, support people leader effectiveness, and contribute to a strong leadership pipeline.
- Leads the ideation and design of innovative learning experiences across blended, virtual, and in-person formats by developing fresh content and methodologies that connect to career growth and professional competencies.
- Partners with key cross-functional stakeholders and HR business partners to align learning priorities to business objectives and champion a culture of continuous growth across the organization.
- Serves as assessment practitioner through administration and facilitation of assessments (MBTI, DISC, 360), for both individuals and teams.
- Develops asynchronous learning pathways that equip employees with the soft skills and career readiness tools they need to thrive through flexible, self-directed experiences.
- Responds to ad hoc individual development needs, providing thoughtful one-on-one support and coaching conversations that address employee growth in the moment.
- Owns Talent Development digital workspace, including curation of learning resources considering diverse business functions, roles and levels.
- Leads performance review platform and employee-facing processes, to include training efforts, system updates and customization, communication timelines, and HR business partner support.
- Partners with HR leadership on employee engagement survey design and data analysis to ensure strategic alignment and meaningful measurement. Collaborates with HR Business Partners to uncover the "why" behind engagement data, translating results into compelling narratives and actionable program evolutions that drive retention, engagement, and performance.
- Explores emerging learning resources and solutions to make strategic recommendations that inform program evolution.
- Manages one or more direct reports and contractors in support of broader talent development strategy and execution.
- Performs other related duties and assignments as required.
Knowledge and Skills Requirements:
- Ability to work with a high level of autonomy, initiative, and ability to make sound judgments and decisions.
- Strong facilitation experience with manager and senior manager-level audiences and proven expertise in designing and executing management development programs.
- Participant-centered awareness with ability to read the room, attend to thought diversity, emotion, experience, and adjust accordingly.
- Ability to coach, mentor and direct work of talent development team.
- Strong knowledge of management development theory, adult learning principles, curriculum design and best practices in talent development.
- Skilled in blended learning approaches and modern techniques such as microlearning, storytelling, and experiential learning, with awareness of emerging L&D trends and platforms.
- Experience with engagement survey platform (such as Culture Amp, Qualtrics, Glint, Workday) administration and vendor management.
- Demonstrates curiosity and comfort with emerging AI tools, actively exploring their application in learning design, content development, and program delivery where appropriate.
- Ability to organize, prioritize and work efficiently under pressure and subject to changing priorities. Proven experience managing multiple projects, meeting deadlines, and using judgment and initiative in problem resolution.
- Excellent consulting, stakeholder management, and communication skills. Ability to work effectively with employees at all levels in the company.
Education, Work Experience, and Professional Certifications:
- Bachelor’s degree in HR, Leadership, organizational development, Business Administration, Psychology, or a related field.
- 8+ years related experience in Talent Development or Learning & Development function within a corporate organization.
- Certified in assessments such as MBTI, DISC, 360 Feedback, preferred.
- Highly proficient in Microsoft Office Programs: Word, Excel, PowerPoint and Outlook
Work Environment / Physical Requirements:
- Normal office conditions with extensive computer and phone usage.
- Ability to work extended hours as necessary.
- Able to work efficiently and accurately in an atmosphere of frequent interruption.
- Light physical effort equal to frequent lifting or moving of lightweight materials.
- Frequent travel may be required.
TaylorMade is a performance driven organization and our total rewards approach to compensation is designed to support this. We consider many factors in determining base compensation, including position scope, job related knowledge, education, skills, experience, and work location. The expected annual base pay range for this position is $140,000 - $155,000. Additional benefits, such as health & wellness, performance bonuses, product discounts, holidays, paid time off, etc. may also be offered in accordance with our plans.
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TaylorMade Golf Company is an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, religious creed, color, national origin or ancestry, physical or mental disability, medical condition, genetic information, marital status, sex, pregnancy, gender, gender identity, gender expression, age, sexual orientation, military and veteran status or any other basis protected by federal, state or local law, ordinance, or regulation.
Skills Required
- Bachelor's degree in HR, Leadership, Organizational Development, Business Administration, Psychology or a related field
- 8+ years related experience in Talent Development or Learning & Development function
- Certified in assessments such as MBTI, DISC, 360 Feedback
- Strong facilitation experience with manager and senior manager-level audiences
- Skilled in blended learning approaches and modern techniques
TaylorMade Golf Company Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about TaylorMade Golf Company and has not been reviewed or approved by TaylorMade Golf Company.
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Wellbeing & Lifestyle Benefits — Perks include strong product discounts, discounted golf access, gym memberships, paid holidays, and company events that add lifestyle value. These extras contribute meaningful non-cash value across many roles.
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Healthcare Strength — Medical, dental, and vision insurance are part of the standard package. Access to these core coverages is a consistent element of the offering.
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Strong & Reliable Incentives — Cash bonuses for outstanding work and commission-driven upside in certain roles can materially boost earnings. Variable pay elements help some teams view total compensation more favorably.
TaylorMade Golf Company Insights
What We Do
Overview: Headquartered in Carlsbad, California, TaylorMade Golf is a leading manufacturer of high performance golf equipment, golf balls and accessories. TaylorMade has a history of innovative industry-leading products such as the newly launched Stealth family headlined by the 60-layer Carbon Twist Face Stealth Carbonwood Driver. TaylorMade's technological advancements touch all sectors of the golf industry with products like P Series irons, Milled Grind 3 wedges, TP5/TP5X golf balls and Spider putters. A major force across the world's professional tours, TaylorMade has an unrivaled athlete portfolio that includes Tiger Woods, Dustin Johnson, Rory McIlroy, Collin Morikawa, Tommy Fleetwood, Rickie Fowler, Matthew Wolff, Harry Higgs, SH Park, Charley Hull, Maria Fassi and Sierra Brooks. History: In the spring of 1979 a golf equipment salesman named Gary Adams took out a $24,000 loan on his home and founded the TaylorMade Golf Company. He rented a 6,000 square-foot building that at one time housed a television assembly plant. Counting him, there were three employees and a single, innovative product: a 12-degree driver cast of stainless steel. This new metalwood looked and sounded different from a wooden wood, and most important, it performed differently. The clubhead's perimeter-weighting offered greater forgiveness on mis-hits, while the lower center of gravity made it easier to launch the ball in the air. Adams, the son of a golf professional, was adamant that TaylorMade clubs maintain ties to what true golfers perceived an authentic golf club should look and feel like. They were committed to combining innovation with authenticity, to always be passionate about the game, and pledged to be competitive - to work hard to establish itself and grow. These four tenets would take them far. Since the creation of the first metalwood in 1979, the TaylorMade Golf Company has established a legacy of breaking from tradition to reach new thresholds of performance.
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