Sr. Manager/Director NA Talent & Learning

TTM Technologies, Inc. - Publicly Traded US Company, NASDAQ (TTMI) - Top-5 Global Printed Circuit Board Manufacturer

TTM Technologies, Inc. is a leading global manufacturer of technology solutions including engineered systems, radio frequency ("RF") components and RF microwave/microelectronic assemblies, and quick-turn and technologically advanced printed circuit boards ("PCBs"). TTM stands for time-to-market, representing how TTM's time-critical, one-stop manufacturing services enable customers to shorten the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

Position Title: Sr. Manager/Director NA Talent & Learning

Function: HR

Location: Remote (US-based)

Job Summary

Reporting to the Sr. Director of Global Talent and DEI, the Sr. Mgr/Director of NA Talent & Learning will work collaboratively with North America HR and business leaders to build and deliver strategic solutions. You'll drive the delivery of superior solutions across our internal customer base and support a harmonized global talent function that transforms our effectiveness across the full spectrum of talent management and development. This role will lead talent processes, including performance management, talent review & succession planning, career architecture, and DEI, and have oversight over learning and leadership development in the North America region. This role offers a unique opportunity to influence strategic talent management approaches that will positively impact sites as well as the organization as a whole. You will work closely with senior executives and business leaders, using your leadership expertise to align talent strategies with broader business goals, while driving meaningful organizational change and development.

Key Responsibilities

Talent Management

• Lead the design, execution, and continuous improvement of key talent processes including performance management, talent reviews, and succession planning for the North America region.
• Drive the full performance management cycle, including goal setting and year-end evaluations. Provide expert guidance and support to HR and leaders on performance-related matters.
• Manage the talent review and succession planning process and support the development of succession pipelines for North America regional teams.
• Partner with HRBPs and leaders to identify critical roles, assess readiness, and support tailored development plans to prepare high-potential employees for future leadership roles.
• Collaborate with HRBPs and leaders to diagnose talent gaps, develop targeted interventions, and implement strategic talent management solutions across the North America region.
• Drive career architecture framework, including creating career development roadmap and career pathways to support employee development, career progression, and organizational effectiveness.
• Collaborate with executives and business leaders to align talent strategies with business needs and objectives, influencing approaches that drive positive outcomes across sites and the broader organization.
• Stay current with industry trends and best practices in talent management, ensuring the organization remains competitive and forward-thinking, and integrate new ideas into the organization's programs.
• Continuously evaluate and enhance talent management processes and tools, ensuring they support the organization's culture, goals, and future workforce needs.
• Act as a subject matter expert (SME) in talent management, offering insights and recommendations to leaders and HR to ensure best practices are followed.

Learning & Leadership Development

• Oversee the end-to-end management of learning programs, from needs assessment and curriculum design to implementation, measurement, and continuous improvement.
• Develop and execute a forward-thinking L&D strategy that aligns with the company's goals, ensuring that learning initiatives support talent management, career development, and succession planning holistically.
• Ensure the development of high-quality learning content, including e-learning modules, instructor-led training, workshops, and virtual training sessions. Facilitate leadership and employee development workshops, as needed.
• Collaborate with HR and business leaders to develop a learning and development strategy across the North America region that supports our business goals both today and in the future.
• Engage with external consultants, advisors, and vendors to propose new programs and enhance existing programs through effective collaboration and networking relationships.

Diversity, Equity, and Inclusion

• Lead the DEI strategies and approaches, promoting an inclusive culture that supports diverse talent.
• Identify and drive initiatives that foster a culture of DEI, and ensure that organizational changes are aligned with the company's values and long-term vision.
• Serve as an advocate for diversity and inclusivity in both leadership development and talent review processes.

Employee Diagnostics & Insights

• Lead and manage employee engagement surveys, ad hoc pulse surveys, new hire surveys, exit surveys, and assessments to gather insights that inform talent approaches.
• Use talent metrics to continuously evaluate the effectiveness of talent programs and propose enhancements to ensure they meet evolving business requirements.
• Leverage data to create actionable insights, driving decision-making in areas such as employee retention, engagement, and development.
• Present data-driven insights and reports to stakeholders, identifying trends, forecasting future talent needs, and recommending improvements to talent strategies.

Change Management

• Develop and execute change management strategies that align with talent and learning initiatives, ensuring smooth implementation and seamless rollout into the organization.
• Collaborate with leadership and HR to anticipate the impact of organizational changes on talent, culture, and learning needs, manage resistance to change, and create action plans to mitigate risks.
• Collaborate with HRBPs to design and implement support mechanisms where needed and monitor employee sentiment throughout the change process, identifying and addressing any areas of resistance to ensure successful adoption.
• Lead change readiness assessments to evaluate the organization's preparedness for upcoming talent or learning programs and adjust strategies as needed.

Stakeholder & Leadership Engagement

• Serve as a change ambassador, engaging key stakeholders early in the change process to build support for new talent and learning initiatives.
• Collaborate with HR and business leaders to ensure alignment of talent strategies with organizational objectives.
• Manage cross-functional talent projects with stakeholders, ensuring successful implementation and alignment to support long-term organizational goals.
• Act as strategic advisor to leadership, providing insights on strategic talent management approaches and talent development that influence business outcomes across North America.

Essential Experience, Knowledge & Skills

• Strong leadership, communication, and collaboration skills. Ability to work effectively with senior leadership and cross-functional teams.
• Ability to understand business strategy and translate it into learning solutions that drive performance and engagement.
• Acts with a sense of urgency in communicating with team members and stakeholders
• Ability to work collaboratively and think strategically
• Demonstrated customer service skills
• Effective verbal and written communicator at all levels in the organization
• Ability to manage time and set priorities amid multiple projects
• Flexible, resourceful, with a bias to action and willingness to do what is needed to get work done
• Demonstrated ability to work and manage in a virtual team environment
• Strong analytical and problem-solving skills. Ability to use data to make informed decisions and improve programs.
• Strong facilitation skills

Education and Experience:

• Bachelor's degree in HR, Organizational Development, or related field
• 8-10 years of progressive experience in Talent Management and/or learning and Development, with at least 3 years in a leadership role. Proven experience in leading talent management and developing and delivering leadership and employee programs.
• Experience in Aerospace & Defense industry
• Experience with Microsoft Office
• Experience with Learning Management Systems
• Experience with learning development authoring tools (e.g., Articulate Rise, etc.)

Reporting Lines: Sr. Director, Global Talent & DEI

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TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.

Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that my be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.

Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition ofForeign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.