Sr. Analyst, Talent Development

Location

Richmond, VA; This position will follow a hybrid work-from-home/office model with at least three days in the office weekly.

Role Summary

We are seeking a dynamic, results-driven Senior Talent Development Analyst to own and elevate our employee growth initiatives. In this role, you will be the driving force behind our continuous learning culture, high-potential leadership programs, and core onboarding experiences.

The ideal candidate brings a strong foundation of broad HR knowledge, a sharp eye for visual communication, and a passion for live training facilitation. You will blend strategy (accelerating leadership pipelines) with creative execution and dynamic delivery (hosting live sessions, building sleek presentations, and curating diverse learning opportunities) to empower our workforce and deliver clear business impact.

Additional Responsibilities

Leadership and Talent Development Programs (Working collaboratively on a team of analysts)

• Succession & High-Potential Program Design: Develop, launch, and manage robust development initiatives targeted at high-potential employees to build a sustainable pipeline of future succession candidates.

• Rotational & Growth Assignments: Design and implement strategic rotational programs, stretch assignments, and cross-functional experiences that broaden leadership capabilities and prepare candidates for critical future roles.

• Next-Generation Leader Acceleration: Develop tailored initiatives that fast-track the readiness of emerging leaders, ensuring alignment with organizational growth plans and future skill requirements.

Alignment, Collaboration, and Talent Gap Analysis

• Strategic Business Partnership: Partner proactively with business leaders to conduct thorough talent gap analyses, strategically identifying current and future capability shortages and providing targeted resources to bridge those gaps.

• Broad HR Strategy Integration: Apply a deep foundation of general HR knowledge to ensure all talent development initiatives are tightly integrated with broader HR strategies, performance management cycles, and overarching organizational goals.

• Consultative Problem Solving: Act as a trusted internal partner to business leaders, translating complex departmental needs into effective, practical, and scalable development solutions.

Learning & Development 

• Curated Self-Directed Learning: Champion and expand a self-directed learning culture by driving employee engagement through curated learning pathways. Strategically blend resources such as e-learning, industry talks, lunch-and-learns, and other professional development events.

• Dynamic Facilitation: Lead and facilitate engaging, high-impact live training sessions, leadership workshops, and webinars for both in-person and hybrid audiences.

• Onboarding Excellence: Own the live delivery and iterative development of the company onboarding experience, ensuring a seamless, high-energy, and welcoming transition that aligns new hires with corporate culture from day one.

• Functional & Business Training: Partner with internal teams to build and deliver practical, business-focused training programs that immediately enhance team performance.

• High-Impact Presentation Design: Create visually stunning, professional presentations and training collateral that capture attention and simplify complex business ideas for live executive and employee delivery.

• Digital Learning & eLearnings: Build interactive, modern eLearning modules and digital training assets to supplement live training and support on-demand learning via the LMS.

Core Required Skills and Competencies

• Stakeholder Management: Proven ability to manage expectations, influence leaders, and build strong partnerships across multiple organizational tiers.

• Project Management: Strong organizational skills with a track record of driving complex talent initiatives from conception to execution on time.

• Cross-Functional Collaboration with Business: Skilled at working hand-in-hand with non-HR business lines to align training with real-world operational needs.

• Teamwork: A collaborative, supportive partner within the HR ecosystem who values shared goals and collective success.

• Advanced Facilitation & Presentation: Exceptional public speaking, storytelling, and presentation skills; ability to command a room, influence stakeholders, and keep adult learners engaged.

• Strategic Talent Mindset: Strong understanding of general HR ecosystems, talent pipelines, succession planning methodologies, and employee lifecycle stages.

• Data-Driven Agility: Ability to utilize organizational feedback, talent metrics, and business data to continuously improve and evolve training and succession programs.

Function Specific Skills

Proven track record of successfully designing and managing leadership development, high-potential programs, succession initiatives, or onboarding frameworks.

Required Minimum Years Experience

6+ years of progressive experience in Human Resources, Learning and Development, Talent Development, or closely related fields.

Required Minimum Education

Bachelor’s degree preferred; equivalent practical experience fully considered.