Job Description

Talent Program Manager



time type

Full time

job requisition id


Job Posting:

Ferguson is North America’s leading value-added distributor across residential, non-residential, new construction and repair, maintenance, and improvement (RMI) end markets. Spanning 34,000 suppliers and more than one million customers, we deliver local expertise, value-added solutions, and the industry’s most extensive portfolio of products. From infrastructure, plumbing, and appliances, to HVAC, fire protection, fabrication, and more, we make our customers’ complex projects simple, successful, and sustainable.

Talent Program Manager

We are seeking an expert Talent Program Manager to collaborate with key business and HR departments, to craft world class associate experiences. This role is responsible for designing and implementing training programs that help associates grow professionally. Work includes processes such as talent review, succession planning, talent assessments, career pathing and skills frameworks, associate value proposition, onboarding, and performance management. This role reports to the Director, Talent, within the HR Centers of Excellence (CoE) team.

Location: This role is approved to be either Remote within the United States or Hybrid in Newport News, VA, in accordance with company policy.

Key Responsibilities:

  • Talent Strategy Development: Identify, design, and develop frameworks that represent skills and leadership capabilities critical to long-term and short-term objectives. This includes partnering with learning and development teams to align training, coaching, professional development, and experiential assignments to the talent strategy.
  • Career Pathing: Define career paths and then collaborate with learning and development to build supporting training and development programs. Develop approaches to engage individuals in well-defined and ongoing career development.
  • Program Evaluation and Improvement: Leverage a suite of measurements to evaluate and ensure the effectiveness of talent strategy and programs. Through this analysis you will collaborate with internal and external resource to identify areas for improvement and make recommendations for enhancement.
  • Communication: Influence partners across boundaries in a matrixed environment to drive a centralized Talent Strategy. This includes working with HR Business Partners, I&D team, HR Operation, and business leaders to anticipate talent gaps and recommend solutions.
  • Continuous Improvement: Stay updated on industry trends and standard processes in talent to improve the quality and efficiency of key initiatives. This includes finding opportunities to enhance the organization’s ability to use talent pools.
  • Vendor Relationship Management: Establish and maintain positive relationships with vendors. Work closely with vendors to ensure that they deliver high-quality content and services as per the agreed-upon timelines and standards. You will also conduct regular vendor performance reviews, provide feedback, and address any issues or concerns that may arise.

Preferred Qualifications:

  • Bachelor’s Degree in Organizational Development, Organizational Behavior, Human Resources Management, or Business-related fields. Advanced degree a plus.
  • 5-7+ years of experience in talent development program/process design, development, and delivery.
  • Demonstrated ability in end-to-end project management for talent development programs.
  • Positive and energetic attitude, focused on solutions, and goal-oriented.
  • Ability to work closely with senior leadership teams.
  • Experience driving and leading performance management processes.
  • Experience with evaluation methodologies, analytics, and reporting.

Knowledge and Skills:

  • Excellent written and verbal communication skills.
  • Proven business acumen and knowledge of performance management trends.
  • Understanding of instructional design concepts for professional development.
  • Strong project management, coaching, and counseling skills.
  • Comfortable with ambiguity and ability to prioritize.
  • Thrives in a fast-paced environment with a bias for action.
  • Ability to partner cross-functionally and influence without formal authority.
  • Creative approach and ability to think outside-of-the-box.
  • Experience in handling large-scale or organization-wide programs.
  • Curiosity about applying analytics to measure impact in talent initiatives.
  • Knowledge and application of Change Management and Change Management tools.