Talent Development Director

Essential Duties and Responsibilities Build a deep understanding of the internal and external business landscape to inform and shape talent management, leadership development and learning experiences and programs that support and drive strategic business outcomes. Partner with Lead HRBPs and business leaders to translate organizational needs into talent development strategies for enterprise‑wide and business‑unit programs and interventions. Set the learning strategy by identifying performance gaps and their root causes through analysis of the entire system.

Direct and manage highly complex and large corporate‑wide and business‑unit specific talent, leadership development and learning programs and initiatives with multiple sub‑projects and sub‑teams to address business needs and maximize the learner experience. Design and implement change and communication plans to build employee awareness of learning assets. Regularly update key stakeholders on the progress and impact of talent development interventions.

Create the resource plan and budget to deliver defined talent development strategies. Draw from a pool of instructional designers to design, develop and curate content and learning pathways. Mentor and guide assigned resources on designing and delivering effective learning solutions that maximize leadership and employee development, drive retention, and achieve business outcomes.

Partner with HR Shared Services team on program execution, including delivery logistics, support, reporting and analytics to measure ROI and ensure impact on business outcomes. Manage the lifecycle of talent development assets, collaborating with HR Shared Services to determine the need for maintenance and/or retirement. Develop and maintain strong vendor and client relationships and manage key third‑party contracts, establishing standards and metrics to track delivery.

Act as a key member of the Talent Development Leadership Team, developing trusted relationships with senior stakeholders and championing the overall Talent Development value proposition. Work closely with business‑unit learning teams to ensure the overall learning experience is an enabler of CNA’s employment value proposition. Analyze and apply external trends, best practices and emerging technologies, including generative AI, to increase effectiveness and deliver a modern learning experience.

Skills, Knowledge and Abilities Advanced expertise in talent management, leadership development and employee development, including modern theories, learner‑experience design, instructional design methods, learning and skilling practices, adult learning theory, curriculum management and blended‑learning strategies for employees and leaders at all levels. Strong business acumen and deep knowledge of business strategies across all client groups, with ability to diagnose and direct talent development strategies that support enterprise goals. Advanced program and project management, organizing and planning skills, and ability to drive results and manage multiple and shifting priorities in a fast‑paced, challenging environment.

Ability to coach and mentor others on designing effective talent, leadership development and learning solutions that maximize employee and leader development and achieve business outcomes. Excellent interpersonal, communication and presentation skills. Ability to facilitate large and senior groups using group dynamics while encouraging creativity and innovation.

Highly skilled in influencing, negotiating and navigating organizational dynamics. Strong collaborative relationships with key stakeholders, peers, team members and external contacts. Strong knowledge of modern L&D technologies and Microsoft Office Suite and other business‑related software.

Ability to evaluate, pilot and scale learning technologies (including AI‑enabled tools) with attention to business value, scalability, data integrity and adoption. Reporting Relationship Reports to an AVP or above. Education and Experience Bachelor’s degree required; master’s degree preferred in Organizational Development, Organization Behavior, Instructional/Learning Design or equivalent.

Typically a minimum of ten years related work experience. Compensation In certain jurisdictions, the national base pay range for this job level is $97,000 to $189,000 annually, based on factors such as relevant experience, skills, certifications and location. Benefits CNA offers a comprehensive and competitive benefits package to support employees and their families' physical, financial, emotional and social wellbeing.

CNA also provides reasonable accommodations to qualified individuals with disabilities during the recruitment process. #J-18808-Ljbffr