Training Specialist (Talent Development)

Motherson is a multinational, people-focused enterprise serving a diversified industry range with a broad range of products and services and is one of the 22 largest automotive suppliers worldwide. With facilities spread across 41 countries and the strength of over 200,000 employees, the company has a truly global environment where diversity and inclusion drive our culture.

SMP Automotive is the Motherson Group’s specialist in innovative modules and complete systems for the automotive industry.

• A globally preferred supplier of cockpits, door panels and bumpers in Europe, United States, Mexico, Brazil, and China.
• A leading plastic expert with innovative processes and technologies.
• One of the largest suppliers of bumpers, instrument panels and door panels to the premium segment.

Locally, since 2018, SMP Alabama has been producing modules and polymer products for Mercedes Benz US International (MBUSI) in our state-of-the-art facilities. Parts we produce include:

• Interior door panels
• Front and Rear Bumpers
• Grills
• Claddings
• Rear Spoilers
• Rocker Panels
• Running Boards

Training Specialist (Talent Development)

The ideal candidate should have the following attributes and/or skills: 

• Bachelor’s degree in human resources, Organizational Development, Business Administration, or related field. Proven experience as a Talent Development Specialist, Talent Management Specialist, or similar role, with a minimum of 3 years in talent development and succession planning.
• Proven experience as a Talent Development Specialist, Talent Management Specialist, or similar role, with a minimum of 3 years in talent development and succession planning.
• Proven experience as a Talent Development Specialist, Talent Management Specialist, or similar role, with a minimum of 5 years in talent development and succession planning.
• Strong understanding of talent management principles, including talent identification, development, and retention strategies.
• Excellent communication and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.
• Demonstrated experience designing and delivering leadership development programs, competency models, and performance management systems.
• Proficiency in talent assessment tools, such as 360-degree feedback, psychometric assessments, and performance evaluations.
• Ability to analyze data and metrics to measure the effectiveness of talent development initiatives and make data-driven recommendations.
• Strong project management skills and the ability to manage multiple initiatives simultaneously.
• Commitment to diversity, equity, and inclusion principles in talent development practices.
• Problem Solving to identify problems and review related information to develop and evaluate options and implement solutions. 
• Proficient with the use of computer and productivity software, high proficiency in Microsoft Office and talent development and 360 deg evaluations.
• Certification in talent development or organizational development (e.g., CPTD, SHRM-SCP) is a plus.

Objective of the Position

• Identify, develop, and retain top talent within the organization through strategic talent management initiatives.
• Oversee all aspects of talent retention, and development to ensure the organization has a skilled and engaged workforce.
• Improve performance through Employee development, Create training needs analysis, career paths and individual training plans and performance evaluations. 
• Lead the employee integrated performance management and development system and the suction planning process in SMP Alabama.

Main Duties

• Collaborate with HR and plant leadership to develop and implement talent development strategies aligned with organizational goals and objectives.
• Identify key talent within the organization and create individualized development plans to enhance their skills, knowledge, and career growth.
• Partner with department managers to assess current and future talent needs and create succession plans for critical roles.
• Design and deliver leadership development programs, mentorship initiatives, and coaching sessions to cultivate a pipeline of future leaders.
• Conduct talent assessments and performance evaluations to identify strengths, areas for improvement, and high-potential employees.
• Facilitate talent reviews and talent calibration sessions to ensure fair and objective talent decisions across the organization.
• Collaborate with learning and development teams to design and deliver training programs that support talent development initiatives.
• Review contracts with clients including desired training outcomes, fees, or expenses.
• Select and assign instructors to conduct training.
• Schedule classes based on availability of classrooms, equipment, or instructors.
• Internal and external trainings planning, and execution must be organized and managed. Designated participants and superiors must be invited in a timely manner.
• Provide guidance and support to employees on career planning, job rotations, and professional development opportunities.
• Stay updated on industry trends, best practices, and emerging technologies in talent development and management.
• Implement and manage the SMP competency model and lead the 360 deg evaluations system.
• Design and implement talent retention strategies, including career development programs, employee engagement initiatives, and recognition programs.
• Conduct talent assessments and performance evaluations to identify high-potential employees and create individualized development plans.
• Collaborate with learning and development teams to design and deliver training programs that address skill gaps and support career progression.
• Facilitate talent reviews and succession planning sessions to identify and develop future leaders within the organization.
• Analyze workforce data and key performance metrics to track key talent management metrics and identify areas for improvement.
• With the inputs of the training needs and individual development plans, prepare a plan and integrate it into the annual training plan. 
• Follow-up the execution and completion of the career progression and individual training plans. 
• Monitor, evaluate, and record training activities or career progressions and training plans effectiveness.