Talent and Development Facilitator

Learning and Development Operations Advisor

Baringa

ABOUT BARINGA  Baringa is a global consulting firm that partners with leaders to drive change and create value. With deep industry expertise, and enabled by advanced technology, the firm helps clients to deliver with greater confidence and certainty. With over 2,000 people across the UK, Europe, North America, Asia and Australia, the firm combines global insight with local understanding. The firm works across energy and resources, financial services, government and public sector, consumer products and retail, pharmaceuticals and life sciences, manufacturing, and technology, media and telecoms, with capabilities spanning strategy, transformation and operational excellence – all powered by advanced technology, data, AI and digital innovation. Clients value Baringa’s collaborative approach and the way its teams integrate seamlessly – all working with a shared understanding of what matters most. The firm is known for its kind, curious experts who listen closely and care deeply about client success as they help clients transform energy markets, modernise financial platforms, expand telecoms and digital networks through advanced data analytics, enable digital services in government, and unlock growth in consumer sectors. Certified as a Great Place to Work around the world, Baringa has been recognised by the Financial Times in 22 categories of its UK Leading Management Consultants rankings, and by Forbes for four consecutive years as one of the World’s Best Management Consulting Firms. OUR LEARNING AND DEVELOPMENT TEAM ARE LOOKING FOR AN EXPERIENCED L&D ADVISOR TO JOIN THE TEAM.  This is a brilliant opportunity to join a high-performing L&D team at the heart of how Baringa grows its people and delivers impact. As part of L&D Operations, you’ll play a critical role in enabling high-quality learning delivery at scale. You’ll ensure our learning offer runs smoothly, support excellent learner experiences, and take ownership of key operational processes and programme delivery. This role is ideal for someone with strong operational foundations who thrives in a fast-paced environment, enjoys working across multiple priorities, and is ready to step into greater ownership, responsibility and impact. WHAT YOU WILL BE DOING * Act as a trusted L&D point of contact, managing the inbox, triaging queries and ensuring consistent, high-quality support across learners, facilitators and stakeholders * Own end-to-end coordination of the learning curriculum, ensuring sessions are seamlessly scheduled, communicated and delivered to a high standard * Produce and interpret reporting and insights (e.g. attendance, utilisation, risks), using data to spot trends, inform decisions and drive improvements * Establish clear tracking and governance across learning activity, leveraging data and tools to proactively manage risks and optimise delivery * Lead learning logistics end-to-end, creating efficient, scalable approaches to delivering sessions across venues, materials and communications * Provide in-session support, partnering with facilitators to deliver a high-quality learner experience * Own operational delivery across core programmes and workstreams, collaborating closely with Learning Specialists and stakeholders to ensure alignment and quality * Take ownership of day-to-day operations, identifying risks early and solving problems to maintain smooth delivery * Drive continuous improvement across processes, tools and ways of working, embedding automation, AI and best practice to increase efficiency and scalability * Partner closely with Learning Technology to explore and implement new capabilities, improving systems, automation and overall user experience * Support and coach team members, sharing knowledge, building capability and contributing to a high-performing team culture YOUR SKILLS AND EXPERIENCE * Strong organisational and planning skills, managing multiple priorities and delivering to deadlines with minimal supervision * High attention to detail, with clear accountability for data, reporting accuracy and delivery quality * Confident verbal and written communicator, engaging stakeholders effectively and representing L&D with credibility * Proactive and solutions-focused, identifying issues early and taking ownership to resolve them * Confident across Microsoft Office (Outlook, Excel, PowerPoint, Word) and LMS platforms (e.g. Docebo) * Experience owning and improving operational processes, programmes and delivery * Thrives in fast-paced environments, adapting quickly to changing priorities * Digital and AI mindset, actively using new technologies to streamline processes, automate tasks and improve ways of working WHAT A CAREER AT BARINGA WILL GIVE YOU  PUTTING PEOPLE FIRST. BARINGA IS A PEOPLE FIRST COMPANY AND WELLBEING IS AT THE FOREFRONT OF OUR CULTURE. WE RECOGNISE THE IMPORTANCE OF WORK-LIFE BALANCE AND FLEXIBLE WORKING AND PROVIDE OUR STAFF AMAZING BENEFITS. SOME OF THESE BENEFITS INCLUDE:  * Generous Annual Leave Policy: We recognise everyone needs a well-deserved break. We provide our employees with 5 weeks of annual leave, fully available at the start of each year. In addition to this, we have introduced our 5-Year Recharge benefit which allows all employees an additional 2 weeks of paid leave after 5 years continuous service.  * Flexible Working: We know that the ‘ideal’ work-life balance will vary from person to person and change at different stages of our working lives. To accommodate this, we have implemented a hybrid working policy and introduced more flexibility around taking unpaid leave.  * Corporate Responsibility Days: Our world is important to us, so all our employees get 3 every year to help social and environmental causes and increase our impact on the communities that mean the most to us.  * Wellbeing Fund: We want to encourage all employees to take charge and prioritise their own wellbeing. We’ve introduced our annual People Fund to support this by offering every individual a fund to support and manage their wellbeing through an activity of their choice.  * Profit Share Scheme: All employees participate in the Baringa Group Profit Share Scheme so everyone has a stake in the company’s success.  DIVERSITY AND INCLUSION We are proud to be an Equal Opportunity Employer. We believe that creating an environment where everyone feels a sense of belonging is central to our culture and that diversity is paramount to driving creativity, innovation, and value for our clients and for our people.  AN AWARD-WINNING WORKPLACE You can be a part of our ‘Great Place to Work’ – with our commitment to women and well-being in the workplace for all. Click here to see some of our recent awards and how we’ve achieved this.  USING BUSINESS AS A FORCE FOR GOOD.  We maintain high standards of environmental performance and transparency, which can be seen through our commitment to Net Zero with our SBTI-verified Scope 1, 2 and 3 emissions reduction targets and our support of the Better Business Act. We report our progress publicly and ensure that we are also externally assessed and scored through organisations like CDP and EcoVadis - helping us to continually identify where we can improve.  We have a long legacy of supporting the communities in which we work, and offer a variety of ways to contribute, by putting people first and creating impact that lasts. Our Corporate Social Responsibility (CSR) agenda is about giving back to the communities in which we live and work by sharing our skills, talent and time. In essence, we aim to empower and encourage everyone in the firm to contribute to the things we care about, and support registered charities and organisations with a clear social or environmental purpose to increase the positive impact they can have. JOIN US All applications received will be reviewed by a member of our Talent Acquisition team. We never rely solely on automated screening or AI tools to make hiring decisions. Your application will be considered for employment without regard to race, ethnicity, religion, gender, gender identity or expression, sexual orientation, nationality, disability, age, faith or social background. We do not filter applications by university background and encourage those who have taken alternative educational and career paths to apply. We would like to actively encourage applications from those who identify with less represented and minority groups. We operate an inclusive recruitment process, ensuring reasonable adjustments where needed. Please contact a member of our Recruitment Team to discuss further.   BARINGA PRIVACY NOTICES For UK & EU Your personal data will be retained by Baringa for up to two years, in accordance with our UK Recruitment Privacy Notice / EU Recruitment Privacy Notice, to evaluate your application and meet our legal and reporting obligations. In line with the General Data Protection Regulation (GDPR), you have the right to request access to, rectification, or erasure (subject to legal limitations) of your personal data. For more information, please contact us at privacy@baringa.com For the USA Your personal data may be retained by Baringa for up to two years, as outlined in our Recruitment Privacy Notice (AMER & APAC), to support the recruitment process and internal reporting requirements. Where applicable, and in accordance with relevant federal and state laws, you may have the right to request access to or correction of your personal information. For further details, please contact privacy@baringa.com For Australia & Singapore Your personal data will be retained by Baringa for up to two years, in accordance with our Recruitment Privacy Notice (AMER & APAC), to assess your application and meet applicable reporting and legal obligations. In line with the Australian Privacy Act and Singapore’s Personal Data Protection Act (PDPA), you may have rights to access, correct, or request limited deletion of your personal data. For more information, please contact us at privacy@baringa.com

Director, Global Talent & Learning

Unknown Employer

Director, Global Talent & Learning   Chromalloy is a global leader in aerospace component repair and manufacturing, trusted by the world's leading commercial and military aviation programs. With operations across the United States, Europe, Asia, and the Middle East, our people are our competitive advantage. We are building the talent development infrastructure that will sustain that advantage — and this is the role that builds it. The Director, Global Talent & Learning is the enterprise owner of how Chromalloy develops its people — from interns entering the organization for the first time to senior leaders being prepared for the next level. The full portfolio includes: Internship Programs, Leadership and Functional Development Programs, an Early Career Rotational and Fast Track Program, enterprise Talent Mentoring, Employee Engagement strategy, Career Path Architecture, and a Government Relations and Training Credits function that offsets Chromalloy's development investment. Several of the programs in this portfolio do not yet exist. This is a builder role for someone who has designed and launched enterprise talent programs before — who can assess what is needed, build the architecture, secure approval, and deliver. If you are looking to manage inherited programs, this is not the right fit.   KEY RESPONSIBILITIES   Strategic Business Partnership * Serve as the primary talent development thought partner to the CHRO and senior business leaders — bringing a point of view on the gap between Chromalloy's current leadership bench and what the business strategy demands in three years. * Partner with HR Business Partners and HR Managers across all business units and geographies to identify development needs at the site and functional level — translating field-level signals into enterprise program design decisions. * Participate in senior leadership talent reviews and succession calibration sessions; translate calibration outcomes into funded, time-bound development actions for identified high-potential and succession candidates. * Assess enterprise-wide capability gaps using workforce data and external benchmarks; build the prioritized development agenda from what the data and the business actually need. Internship Program — Architecture & Governance * Design, build, and own Chromalloy's enterprise Internship Program — the structured framework within which all business unit internships operate: minimum program standards, selection and placement process, structured learning objectives, manager enablement, and conversion-to-hire criteria. * Partner with Talent Acquisition to build the sourcing pipeline: target university partnerships, on-campus engagement strategy, and the process by which intern candidates are identified, assessed, and placed across Chromalloy business units. * Design the intern experience framework: structured project assignment methodology, manager orientation for intern supervisors, mid-program check-ins, program-end presentation format, and the structured evaluation that produces a conversion recommendation for every intern before the program ends. * Connect the Internship Program directly to the Early Career Rotational and Fast Track pipeline — high-performing interns are the first feeder into the rotational program. * Define and track Internship Program metrics: conversion-to-hire rate, manager satisfaction, offer acceptance rate, and one-year retention of converted interns. Leadership & Functional Development Programs * Own the design, build, and governance of Chromalloy's enterprise development curriculum across two tracks: Leadership Development (programs for people who lead others, from first-line supervisor through senior leader) and Functional Development (programs that build deep professional capability within specific disciplines — Engineering, Finance, Operations, and others). * Design and launch the enterprise sponsored High-Potential Leadership Development Program: nomination criteria, cohort design, executive sponsorship structure, and measurement framework. * Build and sustain a Management Skills Development curriculum for technical professionals moving into people management roles for the first time. * Design Functional Development Programs in partnership with the relevant business leaders — you own the program architecture and governance; the business leader and HR Business Partner own the content direction. * Deliver a Leader Assimilation Process for newly hired and newly promoted leaders at the Vice President level and above. * Partner with HR team to ensure every high-potential employee has an active, funded Individual Development Plan with owner accountability and a quarterly review cadence. Early Career Rotational & Fast Track Program * Design, build, and own Chromalloy's Early Career Rotational and Fast Track Program — a structured multi-function, multi-site program for high-potential new graduates and early career professionals identified as future leaders. This program does not exist. You are building the architecture, business case, selection criteria, rotation design, and placement framework. * Build the sourcing pipeline in partnership with Talent Acquisition — university partnerships, on-campus engagement, and internship-to-rotational conversion pathways. The Internship Program is the primary feeder; designed as a connected pipeline. * Partner with business unit leaders to design the rotation schedule — which functions, which sites, in what sequence, and with what structured learning objectives at each stop. * Own the Fast Track cohort experience: quarterly touchpoints, executive speaker series, cross-functional project assignments, and regular check-ins with the CHRO to surface early reads on acceleration candidates. * Define and govern the program metrics: cohort retention rate, conversion to permanent placement, time-to-first-promotion, and manager satisfaction. Talent Mentoring & Employee Engagement * Design, build, and own Chromalloy's enterprise Talent Mentoring Program — a structured, cross-functional program that pairs high-potential employees with senior leaders and experienced professionals. Design both executive-to-emerging leader and peer mentoring tracks. * Own the enterprise Employee Engagement strategy — the framework, programs, and measurement approach through which Chromalloy builds a connected, engaged, and mission-aligned workforce. This includes enterprise engagement survey design, pulse survey governance, action planning framework, and enterprise-level engagement programs. * Design and own enterprise-level recognition programs — frameworks that enable managers to recognize contribution in a way that is consistent with Chromalloy's culture and values. * Maintain the engagement measurement framework: enterprise engagement survey cadence, pulse survey design, action planning accountability, and the reporting structure that gives the CHRO a current read on workforce engagement. Government Agency Funding, Training Credits & Workforce Relations * Build and maintain active working relationships with government agencies that fund workforce development: federal Department of Labor offices, state workforce development boards and industry-specific training program offices relevant to the aviation and aerospace sectors. These are year-round relationships — not contacts to call when a grant application is due. * Identify, pursue, and secure government agency training funding and employer training tax credits — federal workforce development grants, DOL apprenticeship and on-the-job training subsidies, state workforce development board funding, and applicable employer training credit programs. * Own the grant application and compliance process: write funding proposals, track award timelines, manage reporting obligations, and ensure compliance with all funding terms and conditions. * Partner with field HR professionals to identify eligible employee populations for funding-supported training and establish the cost tracking infrastructure for grant reimbursements and credit claims. Career Path Framework & Internal Mobility * Design, build, and own Chromalloy's enterprise career path framework — a structured, role-by-role view of the progression pathways available across functions, sites, and levels. * Partner with Global Compensation to anchor career paths to the grade and level framework — career paths must be connected to compensation reality to be credible. * Build function-specific career paths in partnership with HR Business Partners for the populations where pathways are least clear and attrition risk is highest. * Design the career conversation framework — a structured guide for managers to hold meaningful career development conversations at least twice per year. * Own the internal mobility visibility component: partner with Talent Acquisition to ensure internal candidates have first-look access to open roles and a clear process for expressing interest in cross-functional or cross-site moves. Learning Governance & Program Effectiveness * Own the enterprise learning governance framework: which programs are mandatory, which are optional, and the standards that define what a qualified learning program looks like at Chromalloy. Vendor and content decisions for specific programs are owned by the business leader; you set the standards they must meet. * Own the learning architecture standards for the LMS — taxonomy, program categorization, completion criteria, and the reporting framework that connects learning data to performance and talent decisions. Day-to-day LMS operations are owned by HR Shared Services. * Govern psychometric and leadership assessment tool governance — which tools Chromalloy uses, who is certified to administer them, and how results are used in development planning. * Partner with People Analytics to build the talent and learning dashboard — one integrated view of development investment, program participation, internal mobility, and succession bench depth.   Qualifications: * 8+ years of progressive HR experience with at least 5 years in talent management, leadership development, or learning and development — in a manufacturing, aerospace, MRO, or technically complex industrial environment strongly preferred. * Demonstrated experience designing and launching enterprise development programs from concept — internship programs, rotational programs, leadership curricula, mentoring programs. Not managing inherited programs. * Experience identifying, applying for, and managing government training funding or employer training tax credits — DOL programs, state workforce development boards, apprenticeship subsidies, or industry-specific training funding. * Experience designing enterprise mentoring and employee engagement programs — program structure, matching methodology, and sustained governance. * Deep expertise in career path architecture and internal mobility framework design. * Strong partnership and influencing skills — this role succeeds only if HR Business Partners, HR Managers, and business leaders trust and use what you build. * Experience with psychometric and leadership assessment tools (e.g., Hogan, DiSC, Leadership Challenge) — facilitator or administrator certification preferred. * Excellent facilitation skills — comfortable designing and leading development sessions with senior leaders and executive cohorts. * Strong analytical capability — able to translate talent and learning data into program design decisions and executive-ready insights. * Proficiency with an enterprise HCM platform; ability to set learning architecture standards and partner on LMS execution and learning data reporting. * PHR, SPHR, ATD CPTD, or equivalent professional certification preferred. Executive coaching certification (ICF or equivalent) is a differentiating asset. * Bachelor's degree in Business, HR, Organizational Psychology, or a related field required. Master's degree strongly preferred.   Location: South Florida preferred; or US Eastern Time Zone remote with 30-40% global  travel

Manager, Learning and Development

Unknown Employer

Description Gigamon is seeking a dynamic Manager, Learning & Development, to join our People team. In this strategic role, reporting directly to our Director, Global Talent Acquisition and Learning & Development , you will be responsible for creating and leading a comprehensive Learning & Organizational Development strategy that encompasses talent development, executive coaching, and innovative learning programs. You will collaborate with People Partners and cross-functional leaders to drive initiatives around succession planning, competency building, performance management, and employee engagement. Your mission is to deliver forward-thinking, agile learning experiences that empower our leaders to build strong talent pipelines and foster a culture of continuous learning. As a key strategic partner, you will shape and oversee the approach to learning and development, particularly focusing on manager expectations and leadership development. This role requires a blend of strategic vision and tactical execution, enabling you to flex between high-level planning and hands-on implementation based on business priorities. You will leverage your consultative skills, interpersonal savvy, and ability to influence to quickly establish credibility and build strong relationships across the organization. Through your efforts, you’ll ensure that Gigamon remains a place where employees thrive and grow, contributing to the overall success of the company. What you will do: Lead the development and execution of Gigamon’s global Learning & Organizational Development strategy, with a focus on building a forward-looking manager development program and roadmap. Design and deliver scalable, consistent learning journeys for individual contributors and managers, fostering professional development and engagement. Create an efficient, cohesive global onboarding experience, collaborating with business leaders to improve functional onboarding processes. Serve as a facilitator for various training programs, including leadership development, to drive company-wide learning initiatives. Partner with the People Partner team to implement key People Programs such as performance management, talent planning, employee engagement, and total rewards to boost overall organizational performance. What you have done: Min 10 yrs of experience in L&OD Robust professional experience as a leader of Learning & Development, organizational development, instructional design, or related fields. Demonstrated experience in setting L&D strategies, defining programs, and delivering effective, impactful learning content. Proven ability to lead learning initiatives in fast-paced, growth-oriented environments with a global scope. Experience working with data and insights to influence decision-making and program effectiveness. Who you are: Passionate about Learning & Development and committed to fostering continuous learning and organizational growth. A master facilitator with a motivational, high-impact presentation style. A strategic thinker with the ability to flex between long-term planning and hands-on execution. Highly skilled at building relationships and credibility quickly, with strong consultative and influencing abilities. Tech-savvy, with proficiency in using technology and data analytics to measure and optimize learning program outcomes. We are committed to a diverse, equitable, and inclusive Gigamon. As an equal opportunity employer, all applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, sexual orientation, gender identity, disability, or any other protected characteristic under applicable federal, state, and/or local law. Gigamon fosters a business culture dedicated to equitable hiring. If your experience and skills closely match our job description but may not necessarily fulfill all requirements, please still apply. Gigamon is on a continued mission to grow and scale an innovative organization. We believe this is best achieved by hiring, celebrating, and respecting people with diverse backgrounds, skills, perspectives, and experiences. The privacy rights of all individuals including job applicants and candidates are very important to us. Our Gigamon Applicant Privacy Policy , will inform you about how Gigamon Inc. and its direct and indirect subsidiaries collect, use, store, or otherwise process personal information about job applicants and candidates, including through your access and/or use of our careers website and third-party job websites (e.g. LinkedIn, Indeed, Glassdoor, Naukri, etc.). As an equal opportunity employer, all applicants will receive consideration for employment without regard to race, color, religion, sex, gender identity, national origin, age, sexual orientation, disability, veteran status, genetic information, or any other protected characteristic under applicable federal, state, and/or local law. For more information, please refer to Know Your Rights: Workplace Discrimination is Illegal. We are committed to providing reasonable accommodation for all qualified individuals with disabilities. If you require a reasonable accommodation, please contact us at (669) 240-2248. If your experience and skills closely match our job description but may not necessarily fulfill all requirements, please still apply. Gigamon is on a continued mission to grow and scale an innovative organization. We believe this is best achieved by hiring, celebrating, and respecting people with diverse backgrounds, skills, perspectives, and experiences. The privacy rights of all individuals including job applicants and candidates are very important to us. Our Gigamon Applicant Privacy Policy , will inform you about how Gigamon Inc. and its direct and indirect subsidiaries collect, use, store, or otherwise process personal information about job applicants and candidates, including through your access and/or use of our careers website and third-party job websites (e.g. LinkedIn, Indeed, Glassdoor, Naukri, etc.). We may use automated tools, including AI-based systems, to help screen and evaluate application materials for this role. These tools are designed to assess job-related qualifications only and do not make final hiring decisions; human reviewers remain involved in the process. Further, Gigamon uses Jobvite, developed by Employ, to screen and evaluate all Gigamon applicant resumes. The system analyzes resumes for skills, experience, and qualifications and processes employment history, education, and skills. This AI-based system is used for all Gigamon positions. For questions, contact [email protected] . You have the right to request reasonable accommodation; to do so, please send a message to [email protected] .