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Senior Manager, Talent & Learning

Date: May 21, 2022

Location: Kilkenny, KK, IE

Company: Glanbia

Role Summary 

Reports to the Talent, Learning & Capability Lead in the CoE while facing out to, and embedded in, the relevant business unit.  This role will oversee integrated talent management processes at a BU level such as talent development, learning, succession planning, career and leadership development aligned with global frameworks and policies.

Identifying, nurturing and supporting the growth of our People is key to supporting business growth. This role offers a multitude of opportunities to support employee experience and engagement and ultimately business success.  From identifying development needs, sourcing solutions, co-creating and delivering learning and talent interventions at a Business Unit level and project based level in the CoE to working with key stakeholders in your business to think creatively, drive continuous improvement and remain at the forefront of best practice.

Either directly, or through your support of our Business Unit HR team on capability development, you will be helping to ensure that the BU has the required skills to deliver its business objectives both today and in the future.

Sitting in the CoE, you will also be part of a team who offer creative and innovative learning solutions to help support individuals and the business.  Embedded in your BU, you will be at the heart of talent, learning and development, ensuring and enabling our people have the right skills at the right time to have the most impact in realising their career aspirations as well as our business needs.


Key Accountabilities

  • Work closely with the Talent, Learning & Capability Lead and BU CPO to develop a tailored, multiyear plan of work informed by BU priorities to address talent and development needs and deliver on BU talent, learning and capability priorities.
  • Responsible for implementing global talent, learning and capability frameworks, processes and solutions within the BUs to address identified priorities, including regular review of talent, advising on talent solutions for leaders at all levels, as well as supporting improvements in learning and internal talent mobility.
  • Acts as a critical business partner to the BU HR and Leadership teams on talent, learning and capability development, operating from a deep understanding of the BU context and strategic BU goals.
  • Identify the learning needs of key BU talent cohorts and work with the CoE to shape the design of both global and tailored BU solutions, to ensure that solutions are fit for purpose.
  • Partner with CPO and BU Leadership teams on the capability build, change management, line manager support and coaching required to implement relevant frameworks, processes and solutions within the BUs to meet priority organisational and BU needs, including the culture and capability shift required to become a learning organization.
  • Collaborate with HRBPs on the collation of BU strategic workforce planning inputs in order to identify the BU leadership and functional capabilities required and plans to address current and future BU capability requirements.
  • Responsible for design and delivery of talent development, learning and leadership initiatives for exceptional BU needs, including the support of Glanbia’s early career programs in the BU.
  • Coordinates BU succession and talent planning processes, in partnership with the BU CPO, HR Business Partners and business leadership.
  • Supports the creation of development plans for high potential leaders and succession candidates identified during the OPR process; monitor progress against plans and provide accountability for on-time completion, and report progress to BU and HR leadership and CoE.
  • Collaborates with leadership and HRBPs to create a results-oriented, high performing/motivated teams and fosters an environment of high accountability.
  • Supports Glanbia’s return to office providing consultative input to, and support for leaders and HR teams in implementing new flexible work models as part of our Smart Working framework.
  • Measure and evaluate effectiveness and impact of strategies, solutions and processes to ensure fit for purpose and continuous improvement.


Role Dimensions

Geographic Remit

Global, Regional, local market


Business Unit - Global Remit

People Management

Team Size – direct and indirect


No direct reports


Budgetary Management

Responsibility for budgetary prep and financial management


Indirect accountability for BU Talent and Learning budgets as well as input into CoE budget preparation on behalf of BU.


Key Relationships/Customers

Business Stakeholders

Primary stakeholder relationships/customers

  • BU ELT/SLT teams
  • BU People Managers
  • HR Stakeholders

Primary relationships within HR

  • BU CPO
  • BU HR team
  • Talent, Learning & Culture CoE roles
  • Group CHRO
  • VP DE&I



e.g., 3rd Party relationship


  • 3rd party providers as required for specific BU needs.


Qualifications and Experience

Education & Professional Qualifications

  • Undergraduate qualification in a relevant discipline with post-graduate qualification desirable.
  • Member of a relevant Professional body – e.g., SHRM, CIPD
  • Licensed in occupational psychometric tools desirable – eg., OPQ, MBTI, Hogan, ECR, BPS A&B


Prior Experience

  • Previous experience working in a fast-paced global environment, focused on talent management, learning, career and capability development.
  • Proven record of successfully working with others to implement talent, learning and capability initiatives and processes in a global organisation.
  • DE&I, Culture and Organizational Development experience and thought leadership across multiple levels.


Key Competencies


  • Leveraging stakeholder input, explains organizational talent and learning strategy so that colleagues and stakeholders can prioritize work activities and measure progress.
  • Uses rational judgment when a full data set is unavailable, adjusting course when new information arises.
  • Develops others through coaching, advising, and monitoring progress while encouraging continuously improvement in ways for working.
  • Models respect by examining own biases, assumptions and attitudes, promoting collaboration and developing awareness of others’ customs and values.
  • Contributes new ideas from internal insights or marketplace trends, experiments with new digital solutions, and works through challenging problems collaboratively.
  • Translates the link between work and organizational strategy with key stakeholders, using persuasion and listening skills to ensure a common understanding.


  • Strong knowledge of talent management, learning and ideally adjacent areas such as strategic workforce planning.
  • Proven ability to hold leaders accountable for developing talent. Knows what is needed to deliver results and assesses individuals accordingly.
  • Self-directed, process-oriented individual with strong business acumen and ability to manage multiple projects and priorities.
  • Highly pragmatic style. Easily adapts to ambiguity, changes in strategy, or conflicting information to drive timely decisions and a course of action
  • Thorough and detailed analysis of problems to produce optimal decisions focused on very specific goals. Seeks out others as sources of data, ideas, and help. Recognizes the broader issues to simplify analyses and execute timely decisions or actions.
  • Proven ability to act as a change agent and role models change efforts. Anticipates barriers to change and puts mitigating actions in place.
  • Develops strong relationships, influences key stakeholders, and builds consensus around decision-making and problem-solving. Recognizes which stakeholders hold influence to drive resolution and move work forward.
  • Removes barriers to effective communication by being open and working across organizational boundaries. Establishes strong partnerships and share best practices within and outside of function.
  • Strong oral/written communication skills.
  • Has a high intercultural sensitivity and can apply global concepts locally.
  • Learning agility to acquire/apply new practices and information in a constantly changing environment.
  • Robust facilitation, coaching and consulting skills



At Glanbia, we celebrate diversity, because we know that our individual strengths make us stronger together. We welcome and encourage interest from a wide variety of candidates, and we will give your application consideration, without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. 


At Glanbia our culture will celebrate individuality, knowing that together we are more.