Talent Development Manager

About Us

Founded in 1908, Merz is a successful, family-owned specialty healthcare company with a rich history. As a leading global aesthetics business, our award-winning portfolio of injectables, devices, and skincare products empowers healthcare professionals to enhance confidence through aesthetic medicine. Our purpose is to fuel confidence by helping people look better, feel better, and live better. We believe you do not have to choose between living life and making a living. Live your best life with Merz Aesthetics.

A Brief Overview

The Talent Development Manager is the local subject-matter expert and program lead for talent development, learning programs, and digital learning solutions. Combining operational execution with tactical responsibilities, the role partners closely with leaders, the Employee Experience function, and global stakeholders to foster a culture of continuous learning, strengthen leadership capability, and build future-ready skills aligned with evolving business needs. Specific areas of responsibility include managing and implementing talent management processes, career development initiatives, leadership development, and workforce capability-building efforts for the Wisconsin site, within established global and functional frameworks.

What You Will Do

• Talent Development:
  • Implement and manage assigned talent management processes, including internal mobility, promotion cycles, career development, and employee growth initiatives in accordance with established policies, processes, and timelines.
  • Partner with HR and business leaders to identify talent needs and development opportunities and recommend appropriate actions and solutions.
  • Support succession planning and workforce capability-building efforts by gathering and analyzing talent information, identifying themes, and coordinating agreed development actions..
  • Administer tuition assistance and employee development support programs.
  • Provide consultation, guidance, and development support to leaders on employee development and talent planning within established talent frameworks and practices.
• Learning And Development:
  • Translate established people and talent strategies into site-level learning plans and implement initiatives aligned with business objectives.
  • Oversee Individual Development Plans (IDPs) and provide guidance to managers and employees on career growth and development opportunities.
  • Manage assigned learning platforms, development resources, and employee participation in learning programs.
  • Measure program effectiveness and recommend continuous improvements
  • Manage assigned leadership development, professional skills training, onboarding learning, and employee development programs.
• Skill Development and Future Readiness:
  • Support the local implementation and ongoing application of globally established skills-based talent management approaches, including the skills frameworks and competency matrices.
  • Collaborate with managers and Employee Experience partners to identify critical future capabilities and drive upskilling and reskilling initiatives.
  • Champion the creation and deployment of adaptable skill sets that prepare employees for evolving business needs.
• Global Collaboration:
• Represent the WI site on the Global Talent Development Advisory Council, sharing local needs, feedback, and implementation experience.
• Actively engage with Talent Development counterparts within GTOps and across Merz Aesthetics to exchange best practices, support alignment, and incorporate relevant practices into local programs.
• Lead local deployment of global L&D and talent development initiatives (e.g. MyMentor, Lumina, MSC), in close coordination with Employee Experience partners.
• Compliance & Workforce Readiness:
  • Manage external learning vendors, development programs, assessments, and professional partnerships.
  • Coordinate contracts, budgets, invoices, and program logistics.
  • Monitor program participation, outcomes, and return on investment.
  • Support annual learning and talent development budgeting and forecasting activities
• Program & Vendor Management:
  • Manage assigned relationships with external learning vendors, development programs, assessments, and professional partnerships.
  • Coordinate contracts, budgets, invoices, and program logistics in partnership with Procurement, Finance, Legal, or other functions, as applicable.
  • Monitor program participation, outcomes, and return on investment, analyze variances, and recommend corrective or improvement actions.
  • Support annual learning and talent development budgeting and forecasting activities by providing program estimates and tracking spend.
• Employee Onboarding & Organizational Effectiveness:
  • Support employee engagement, development, and change management initiatives.
  • Partner with Talent Acquisition, Employee Experience, and business leaders to identify and implement opportunities that support employee growth and retention.
  • Participate as a talent-development subject-matter resource in talent development councils, cross-functional initiatives, and external learning forums.
  • Promote continuous learning, development, and career growth through effective program delivery, stakeholder guidance, and communication.

Minimum Requirements

• Bachelor's Degree in human resources, organizational development, organizational psychology, education, business administration, or equivalent relevant higher education.
• 3-5 years of proven experience in learning & development, talent management, adult education, instructional design, or similar field.
• Experience in training program design and/or delivery.
• Previous experience working in pharmaceutical or medical device industry,and/or manufacturing environment preferred.

Preferred Qualifications

• Experience with Lumina Spark or similar personality profiling instruments (e.g., MBTI, Insights Discovery) is highly valued.

Technical & Functional Skills

• Proficient in Microsoft Office suite.
• Proficient in Learning Management System administration.
• Demonstrated strong experience with training facilitation.
• Proven interest in HR technologies, digital tools and transformation.
• Familiarity with the use of social media and internal communication tools.
• Experience working in a dynamic, fast-paced environment.
• Business-fluent in French and English, both written and spoken.
• Ability to build and maintain effective working relationships with colleagues, external vendors, consultants, and partners.
• High standards of confidentiality, professional judgment, and HR ethics, with sensitivity to corporate, employee, and reputational needs.
• Strong organizational and planning skills, with attention to detail and the ability to manage multiple priorities and tight deadlines with limited supervision.
• Excellent communication and facilitation skills, with the ability to clearly and concisely convey information verbally and in writing.
• Strong interpersonal skills, with the ability to build trust, collaborate effectively, and influence across relevant levels and functions of the organization and across cultures.
• Demonstrates excellence in execution and accountability; able to align and engage stakeholders, build consensus and support timely decisions and results.
• Uses insight and professional judgment to identify systemic issues, challenge existing approaches constructively, and propose actionable improvements.
• Proactive, confident yet humble, action-oriented, and genuinely invested in the success and development of others.