Talent Development Program Manager, Hadrian

• 6+ years of experience in HR, talent development, organizational development, or a related People function
• Demonstrated experience designing and running onboarding or new hire programs ideally in a manufacturing, logistics, distribution, or similarly operational environment
• Experience applying adult learning principles to program design - familiarity with instructional design methodologies (ADDIE, SAM, or equivalent)
• Strong project management skills with the ability to manage multiple programs simultaneously across different audiences and timelines
• Comfort working with frontline and hourly employee populations, understanding the unique constraints of shift-based and production environments
• Data-oriented mindset; you define success metrics upfront and use them to drive program decisions
• Excellent facilitation and communication skills; able to engage credibly with both floor supervisors and executive stakeholders
• Experience with HRIS and LMS platforms; familiarity with tools like Rippling, Workday, Cornerstone, or equivalent
• Demonstrated experience leading, mentoring, or developing others formally or informally
• Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field; relevant certifications (SHRM-CP, ATD, Prosci) a plus

Desirable

• We are looking for a Talent Development Program Manager to shape how people join, grow, and contribute within our organization
• In this role, you will own the new hire experience end-to-end — from offer signed through the critical first 90 days and build the development infrastructure that supports employees long after onboarding ends
• You will partner closely with senior leadership to build programs that are practical, scalable, and deeply aligned with the realities of a fast-moving environment
• You bring a learning mindset to everything you build whether that's a structured onboarding curriculum, a manager workshop, or a self-directed resource guide
• This is a hands-on role with significant strategic influence
• You will design and run programs, not just coordinate them and you will be expected to measure their impact and continuously improve them
• Design and continuously improve a structured onboarding program that accelerates time-to-productivity for hourly, salaried, and supervisory employees across multiple sites
• Develop and facilitate learning content including role-specific onboarding tracks for key functions including engineering, GTM, and corporate roles
• Partner with leaders and frontline supervisors to ensure onboarding is practical, relevant, and consistently delivered
• Own the 30/60/90-day new hire experience, including check-ins, milestones, and feedback loops that surface early retention risks
• Develop and maintain onboarding materials, facilitator guides, and digital resources in collaboration with subject matter experts
• Own end-to-end program management: scoping, stakeholder alignment, execution, and post-program evaluation
• Define and track key metrics completion rates, time-to-productivity, retention by cohort, manager satisfaction scores and report regularly to People leadership
• Manage vendor relationships and external facilitators where relevant, ensuring quality and cost-effectiveness
• Maintain program documentation, toolkits, and process guides to ensure consistency across sites and over time
• Navigate competing stakeholder priorities and translate them into coherent program decisions that move the business forward