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Learning and Talent Development Manager – 12 Month Contract - Job Opportunity at LotusWorks

Maynooth, Ireland
Contract
Senior
Posted: May 29, 2025
On-site
€70,000 - €85,000 annually based on senior-level L&D roles in Ireland's engineering sector, with the contract nature potentially commanding a 15-20% premium over permanent positions

Benefits

Comprehensive VHI Healthcare Coverage providing premium medical insurance typically valued at €2,000-3,000 annually
Life Assurance offering financial security and peace of mind for employees and their families
Competitive Pension Contribution supporting long-term financial planning and retirement security
Training and Educational Assistance demonstrating commitment to continuous professional development and skill enhancement
Annual GP Check-Up providing preventive healthcare and early health intervention
Extra Annual Leave beyond statutory requirements enhancing work-life balance and employee wellbeing
Healthcare Screening for proactive health management and early detection of potential health issues
Recognition Rewards program acknowledging exceptional performance and contribution to company success

Key Responsibilities

Architect and execute comprehensive talent development frameworks that directly impact organizational capability and competitive advantage through leadership development, succession planning, and strategic career pathing initiatives
Drive business transformation through proactive consultation and diagnostic assessment of performance gaps, translating organizational challenges into targeted learning solutions that deliver measurable business outcomes
Champion the evidence-based 70:20:10 talent development methodology to optimize learning effectiveness and maximize return on development investment across the organization
Lead cross-functional technical talent development initiatives to identify critical capability gaps and architect training interventions that ensure workforce readiness for emerging technologies and market demands
Partner strategically with department heads to design and implement personalized development roadmaps for high-potential employees, directly contributing to talent retention and internal mobility
Design and deliver cutting-edge development programs, workshops, and leadership seminars that are tailored to organizational needs and drive measurable improvements in leadership effectiveness
Establish robust evaluation frameworks to assess training program effectiveness and implement data-driven continuous improvement processes that enhance organizational learning capabilities
Collaborate with C-Suite leadership to develop and execute comprehensive talent strategies that attract, retain, and engage top-tier talent in competitive markets
Own the complete performance management lifecycle including strategic goal alignment, performance review optimization, and feedback mechanism enhancement to drive organizational performance
Implement advanced talent assessment methodologies and lead bottom-to-top talent management programs that identify and develop future organizational leaders
Execute succession planning strategies that ensure business continuity and leadership pipeline strength for critical organizational roles
Monitor and develop high-potential internal candidates for leadership advancement while ensuring alignment with long-term business workforce planning
Leverage advanced data analytics and HRIS systems to measure talent initiative impact and provide strategic insights to senior leadership on key talent metrics
Foster a people-first culture of continuous learning that drives employee engagement, satisfaction, and retention while supporting organizational growth objectives

Requirements

Education

Bachelor's degree in human resources, Organizational Development, Business Administration, or a related field. Master's degree preferred.

Experience

Minimum of 5-7 years of experience in designing and deploying Human Capital Programs to affect business outcomes

Required Skills

Strong knowledge of talent management best practices, including leadership development, succession planning, and performance management Experience designing, implementing and delivering training and development programs Ability to partner with and influence senior leaders to identify gaps and drive the adoption of L&TM programs Excellent communication, interpersonal, and leadership skills Strong analytical and problem-solving abilities, with a data-driven approach to decision-making Proficiency in HRIS systems and talent management software Strategic knowledge of next-generation talent tools Global Programmatic view of talent management Experience in the design and delivery of leadership development programs Exceptional oral and written communication skills, including meeting facilitation and presentation Working with global cross functional teams, internal and external agencies High adaptability to ambiguity, frequent change, and unpredictability Ability to manage a global budget Ability to travel to the offices in the US and Ireland and to client site locations in the US and EMEA

Certifications

Certification in talent development or HR (e.g., SHRM-SCP, SPHR, CIPD, CPLP) is a plus but not necessary
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Sauge AI Market Intelligence

Industry Trends

The engineering services sector is experiencing unprecedented growth driven by digital transformation initiatives across semiconductor, pharmaceutical, and data center industries, creating massive demand for specialized talent development expertise that can bridge technical and leadership competencies. Global manufacturing facilities are increasingly investing in sophisticated learning and development programs to address critical skills shortages and prepare workforces for Industry 4.0 technologies, making L&D roles highly strategic and visible within organizations. The 70:20:10 learning model is becoming the gold standard in technical industries as organizations recognize the need to blend experiential learning with formal training to accelerate competency development in rapidly evolving technical fields. Post-pandemic talent retention strategies have elevated the importance of comprehensive career development programs, with organizations investing significantly in succession planning and leadership development to maintain competitive advantage in tight labor markets.

Role Significance

Typically manages a team of 3-5 L&D professionals while collaborating with a broader network of 10-15 HRBPs, technical trainers, and business leaders across multiple geographic regions and business units.
This is a senior-level strategic role with significant organizational impact, evidenced by direct C-Suite collaboration, global budget management responsibilities, and accountability for enterprise-wide talent transformation initiatives that directly influence business outcomes.

Key Projects

Implementation of comprehensive succession planning frameworks for critical technical and leadership positions across global operations Development and rollout of leadership development academies tailored to engineering and technical professionals in specialized industries Design and execution of talent assessment and development programs for high-potential employees across semiconductor, pharmaceutical, and data center sectors Creation of integrated learning pathways that combine technical competency development with leadership capabilities for career progression

Success Factors

Demonstrated ability to translate complex business challenges into effective learning solutions that deliver measurable organizational impact and ROI on talent development investments. Strong business acumen combined with deep understanding of technical industries to effectively partner with engineering leaders and understand the nuances of technical talent development requirements. Advanced data analytics capabilities to measure program effectiveness and provide strategic insights that inform executive decision-making on talent strategies and resource allocation. Global mindset and cultural intelligence to design and implement talent programs that work effectively across diverse geographic regions and cultural contexts while maintaining consistency and quality standards.

Market Demand

High demand driven by critical skills shortages in technical industries and increased organizational focus on talent retention and development in competitive markets

Important Skills

Critical Skills

Data analytics and HRIS proficiency are absolutely essential as modern L&D roles require sophisticated measurement and reporting capabilities to demonstrate ROI and inform strategic decisions about talent investments and program effectiveness. Global program management and cross-cultural communication skills are critical given the multinational scope and the need to design solutions that work effectively across diverse geographic regions and cultural contexts. Business partnering and influencing skills are vital for success as the role requires regular interaction with C-Suite leaders and the ability to translate business challenges into effective learning solutions that drive organizational outcomes. Strategic thinking and change management capabilities are essential for leading talent transformation initiatives and implementing new approaches like the 70:20:10 model across established organizational cultures.

Beneficial Skills

Technical industry knowledge and understanding of engineering disciplines would provide significant advantage in designing relevant learning solutions and building credibility with technical stakeholders. Advanced facilitation and instructional design skills would enhance the ability to deliver high-impact learning experiences and development programs tailored to technical audiences. Project management certification and experience would be valuable given the scope of implementing global talent initiatives with complex stakeholder networks and multiple deliverables. Knowledge of emerging learning technologies and digital learning platforms would support innovation in program delivery and enhance the effectiveness of global learning initiatives.

Unique Aspects

The 12-month contract structure provides an exceptional opportunity to lead transformational change with defined timelines and clear success metrics, offering high visibility and impact potential for career advancement.
Direct involvement with cutting-edge technologies across multiple high-growth sectors provides exposure to diverse technical challenges and learning opportunities that few L&D roles can match.
The global scope combined with regional focus creates a unique opportunity to influence talent strategies across different markets while building deep expertise in European operations.
Partnership with world-leading manufacturers offers unparalleled networking opportunities and exposure to industry best practices across multiple technical sectors.

Career Growth

Progression to VP-level roles typically occurs within 3-5 years given the strategic nature of this role and comprehensive exposure to senior leadership and global operations

Potential Next Roles

Chief People Officer or VP of Human Resources roles in engineering services or manufacturing organizations, leveraging the strategic business partnership experience and global program management expertise gained in this position. Global Head of Talent Development or Learning & Development Director roles at larger multinational corporations in technical industries, building on the comprehensive program design and implementation experience. Independent consulting roles specializing in talent transformation for engineering and manufacturing clients, utilizing the deep industry knowledge and proven track record of successful program implementation. Chief Learning Officer positions at technology companies or engineering firms, focusing on workforce transformation and capability building for emerging technologies.

Company Overview

LotusWorks

LotusWorks operates as a specialized engineering services provider with a strong focus on high-tech manufacturing sectors including semiconductors, pharmaceuticals, biologics, medical devices, and data centers, positioning the company at the intersection of multiple high-growth technical industries.

The company appears to be well-positioned in the engineering services market with global operations spanning EMEA and North America, indicating established client relationships and proven delivery capabilities in complex technical environments.
This role represents a significant investment in building European talent capabilities while maintaining global connectivity, suggesting the company is expanding its regional presence and investing in local talent development infrastructure.
The emphasis on people-first approach, diversity and inclusion, and comprehensive benefits package indicates a progressive work culture that values employee development and wellbeing, typical of modern engineering services organizations competing for top talent.
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