IT Talent Development Program Manager

Job Profile Summary:

The IT Talent Development Program Manager leads the design, implementation, and continuous improvement of high-impact talent development programs that accelerate IT workforce capability. This role manages a portfolio of strategic programs—spanning skills assessment, career architecture, onboarding, AI enablement, and leadership development—and is expected to leverage AI tools and agentic workflows to increase program velocity, surface workforce insights, and scale learning experiences across the IT organization. The person in this role serves as a strategic partner to IT leadership, HR, and business stakeholders, translating organizational priorities into actionable development programs that measurably improve skill coverage, retention, and internal mobility.

Strategic Context:

• This role directly supports the following IT Talent Development strategic initiatives:
• Fortify and sustain leadership succession planning and readiness
• Business knowledge and customer empathy enablement
• Early-career talent pipelines for an AI-augmented workforce
• Skills assessment and continuous upskilling framework
• Role-based learning path enablement
• Adaptive Role Architecture & Career Mobility Framework
• IT onboarding experience and automation
• AI-enabled workforce capability

Program Managers in this role will each own a defined subset of these initiatives based on their assigned portfolio. Success is measured against the following organizational objectives:

• Reduce semi-annual regrettable turnover 
• Increase internal fill rate for senior-level roles 
• Increase proficiency levels and coverage rates across critical skills 
• Increase AI adoption

Essential Job Functions:

• Program Design & Execution
• Lead end-to-end program management for a portfolio of IT talent development initiatives, including scoping, planning, stakeholder alignment, milestone tracking, and delivery.
• Design and implement programs that address critical skill gaps, career development needs, onboarding effectiveness, and leadership readiness across IT.
• Develop repeatable program frameworks, playbooks, and governance models that enable consistent, scalable execution across multiple teams or departments.
• Coordinate cross-functional workstreams, manage dependencies, and resolve blockers to keep programs on track.

AI-Leveraged Execution & Workforce Intelligence:

• Actively use AI tools (including generative AI and agentic workflows) to accelerate program delivery—including drafting content, synthesizing stakeholder input, building templates, analyzing data, and automating routine coordination tasks.
• Apply AI-powered analytics and skills intelligence platforms to identify workforce trends, surface coverage risks, and inform program prioritization.
• Design and deploy AI-enabled learning experiences, including adaptive content, AI-assisted coaching, and intelligent onboarding automation.
• Stay current on AI capabilities relevant to L&D and HR operations; evaluate and pilot emerging tools that could improve program outcomes or efficiency.
• Model responsible AI use: validate outputs, apply human judgment, and ensure AI augments rather than replaces critical thinking in program design and stakeholder engagement.

Skills Assessment & Learning Infrastructure:

• The following reflects the types of work in this area; specific programs will vary based on portfolio assignment.
• Lead implementation and ongoing execution of structured skills assessment and coverage programs, including manager enablement, cycle coordination, and governance to ensure data remains current and actionable.
• Drive or contribute to job architecture and career mobility initiatives that define role-based skill expectations, leveling frameworks, and career pathways—partnering with HR and department leaders to ensure structures are documented, maintained, and operationalized in systems of record.
• Partner with managers and team leaders to translate skills data and coverage insights into targeted development plans, learning path recommendations, and cross-training priorities that reduce risk and build organizational depth.
• Source, evaluate, and manage training vendors and learning platforms; oversee content quality and delivery effectiveness across modalities.

Stakeholder Partnership & Communication:

• Build and maintain strong working relationships with IT leaders, the OCM team, L&D, and HR partners including HR Business Partners, Compensation, and HRIS.
• Communicate program value propositions clearly and secure buy-in across organizational levels.
• Partner with the OCM team to develop and deliver manager and employee enablement toolkits, communications, and change management materials that support program adoption; own content and program-specific messaging while coordinating on timing, sequencing, and organizational impact.
• Facilitate workshops, working sessions, and calibration panels as needed to drive consensus and quality outcomes.

Measurement & Continuous Improvement:

• Define and track metrics that demonstrate program impact, including leading indicators of skill development and lagging indicators tied to workforce outcomes such as retention, mobility, and organizational readiness.
• Generate regular program performance reports and share data-driven insights with stakeholders.
• Continuously evaluate and refine programs based on feedback, performance data, and evolving organizational needs.
• Manage the IT training budget effectively where applicable, including leveraging external funding sources.

Qualifications:

• Bachelor’s degree in human resources, instructional design, education, information technology, or a related field required.

Experience:

• Five or more years of experience in a combination of learning and development, talent management, program management, or a related field such as product management, instructional design, organizational development, or technology required.[RW1.1][JM1.2]
• Demonstrated experience managing complex, multi-stakeholder programs from initiation through delivery.
• Experience working in or closely with IT organizations preferred.
• Experience with learning management systems (LMS), skills intelligence platforms, or HR technology preferred.
• Experience with budget management and financial planning preferred.

Skills & Abilities:

• Proven ability to use AI tools (generative AI, agentic assistants, analytics platforms) to accelerate work and improve outcomes; comfort experimenting with emerging tools.
• Strong program management skills with the ability to manage multiple concurrent workstreams and priorities.
• Excellent communication, presentation, and facilitation skills; able to influence without authority across all organizational levels.
• Strong analytical and critical thinking skills; ability to translate data into actionable program decisions.
• Ability to build trust and sustained relationships with senior leaders, managers, HR partners, and employees.
• Ability to apply change management principles to program design and delivery, including anticipating adoption barriers, building stakeholder readiness, and sustaining behavior change over time.[RW2.1]
• Demonstrated commitment to continuous learning and employee growth.
• Ability to apply sound judgment in ambiguous situations and maintain quality when leveraging AI-generated content or

Where you'll be: 4289 Ivy Pointe Blvd., Cincinnati, Ohio 45245

Employment visa sponsorship is unavailable for this position. Applicants requiring employment visa sponsorship now or in the future (e.g., F-1 STEM OPT, H-1B, TN, J1 etc.) will not be considered.