Talent Management & Organization Development Specialist

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 products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

Locations:

Remote-US

Onsite - Santa Ana, CA

Onsite - Chippewa Falls, WI

Onsite – Forest Grove, OR

Onsite – Stafford, Stafford Springs, CT

Onsite – Syracuse, NY

Onsite – Denver, CO

Onsite – San Diego, CA

The Talent Management & Organizational Development Specialist supports the design, implementation, administration, and continuous improvement of talent and OD processes across TTM Technologies’ North American businesses. Core areas include performance management, talent evaluation and reviews, succession planning, career development, engagement, organizational diagnostics, competency development, and inclusion. The role also creates eLearning and practical resources for talent, performance, inclusion, and employee development, and builds capability to facilitate designated leadership-development content. In partnership with HRBPs, business leaders, employees, and the broader Talent & Learning team, the Specialist translates talent strategy into practical processes, tools, communications, and development experiences. Success requires sound judgment, analytical thinking, strong relationships, independent problem-solving, and the ability to manage competing priorities within established frameworks.

·  Support the design, delivery, administration, and continuous improvement of North American talent processes, including performance management, talent evaluation/reviews, succession planning, and career development.

·  Coordinate the annual performance cycle, including timelines, process materials, manager/employee guidance, communications, training resources, and issue resolution; partner with HRBPs and leaders to address questions and execution challenges.

·  Maintain documentation, tools, resources, and communications; monitor effectiveness and recurring issues, recommend improvements, and prepare stakeholder status updates, reports, presentations, and insights.

·  Advance Talent Management-established career architecture and frameworks; support career paths and development resources for non-critical roles/populations, including tools, manager guidance, and employee resources.

·  Support completion and evolution of Organizational Architecture/Pathways (OAP), including career progression and professional/technical career tracks (including O4-to-professional and technical pathways); partner with Learning & Leadership Development to connect paths with learning opportunities.

·  Support development and implementation of a simple organization-wide competency model building on TTM’s Values; integrate competencies into performance management, talent evaluation, career development, 360 assessments, and development programs; maintain tools/resources/communications and gather feedback to improve relevance and usability.

·  Support design, deployment, administration, and follow-up of engagement, pulse, new-hire, exit, inclusion pulse, 360, and other employee listening/diagnostic tools; coordinate surveys, communications, reporting, and stakeholder follow-up.

·  Analyze employee feedback and data to identify themes, trends, strengths, and opportunities; help HR and leaders translate findings into action plans, monitor progress, and communicate updates.

·  Identify opportunities to strengthen employee experience, engagement, retention, belonging, and organizational effectiveness; support North American inclusion initiatives, activities, communications, resources, and employee development aligned with organizational priorities.

·  Support Employee Resource Groups and employee communities; partner with Learning & Leadership Development to embed inclusive practices into talent and development programs.

·  Create practical learning resources and digital eLearning on talent and performance management, inclusion, employee experience, career development, and other portfolio topics, using Articulate Rise or comparable authoring platforms.

·  Apply adult-learning and instructional-design principles to turn policies, processes, tools, and talent practices into engaging learning for managers and employees; align content with established learning standards, branding, technology, and design practices, and maintain it as needs evolve.

·  Build working knowledge of designated leadership-development programs; participate in train-the-trainer/facilitator preparation, initially co-facilitate as appropriate, and progress to independent facilitation of assigned modules or programs.

·  Facilitate portions of manager and leadership programs using established content and standards; support virtual and in-person delivery, provide participant feedback to the Learning & Leadership Development Lead, and build facilitation capability while keeping Talent Management and OD as the primary focus.

·  Collaborate with the Talent Management function to address development needs identified through talent reviews, succession planning, critical-talent discussions, and other talent processes.

·  Translate needs into recommendations for learning, leadership development, mentoring, coaching, career, or other interventions; partner with the Learning & Leadership Development Lead to coordinate solutions.

·  Maintain visibility into resulting development actions, support follow-up, and connect talent information with available development opportunities across the organization.

·  Develop clear, engaging communications and practical manager/employee guidance for talent and OD processes, including FAQs, job aids, presentations, eLearning, and other resources.

·  Support change management for new or evolving processes; identify implementation risks and stakeholder concerns and recommend mitigation approaches.

·  Use talent, performance, engagement, and employee data to identify trends and improvement opportunities; prepare reports, dashboards, presentations, and insights for HR and business stakeholders.

·  Monitor process participation, completion, adoption, and effectiveness; recommend ways to simplify, standardize, and improve processes/tools; support data integrity and appropriate use of talent information in systems; collaborate with HR, business stakeholders, and Talent & Learning to implement improvements.

·  Working knowledge of talent management and OD practices, including performance management, talent reviews, succession, career development, employee engagement, and organizational diagnostics.

·  Knowledge of L&D practices, adult learning, eLearning development, and facilitation; ability to create engaging digital learning using Articulate Rise or comparable platforms and develop proficiency in established leadership-development content.

·  Strong organizational, project-, and process-management skills; attention to detail and ability to manage recurring talent cycles, deadlines, and multiple priorities.

·  Analytical ability to interpret diverse information, identify trends/issues, and develop practical recommendations; comfortable with HR systems, talent data, surveys, assessments, and reporting tools.

·  Strong relationship-building and stakeholder-management skills; effective written, verbal, presentation, and facilitation skills with employees, managers, HR professionals, and leaders.

·  Sound judgment and problem-solving; ability to translate talent concepts into practical tools, resources, and learning experiences; able to work independently with general direction in decentralized, virtual, and matrixed environments.

·  Bachelor’s degree in Human Resources, Organizational Development, Psychology, Business, Learning & Development, or related field required.

·  Typically 6+ years of related Talent Management, OD, HR, L&D, or Employee Experience experience; 4+ years with a master’s degree; or equivalent experience.

·  Experience supporting performance management, talent reviews, succession planning, career development, or employee engagement.

·  Preferred: experience creating eLearning/digital learning; facilitating training or leadership-development programs; using HRIS/talent systems and employee survey or assessment tools; and using Workday or similar HR technology.

·  Preferred industry experience in manufacturing, electronics, technology, engineering, aerospace/defense, or similarly complex environments.

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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 may 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 of  Foreign 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.