What are the responsibilities and job description for the Manager, Talent Management & Training position at justborn?
Just Born, Inc. is a family-owned candy manufacturer that has been creating joyful moments for generations. Founded in 1923 and headquartered in Bethlehem, Pennsylvania, we are proud to produce iconic brands like PEEPS®, MIKE AND IKE®, HOT TAMALES®, and GOLDENBERG’S® PEANUT CHEWS®.
Our purpose is simple: To create joyful moments and build stronger communities. Guided by our highest ideals—to take care of each other, do the right thing, and give forward—we remain committed to our people, our consumers, our community, and the planet.
Position Summary:
As Just Born’s next Manager of Talent Management & Training, you’ll help bring our people-first values to life. Partnering with a dynamic and highly collaborative HR team, you’ll design and lead initiatives that develop talent, strengthen leadership, and build an engaged, high-performing culture.
Join an organization that truly cares about its people, community, and social impact — where authentic values guide every decision.
If you’re passionate about growing people and elevating culture, we’d love to welcome you to the Just Born community.
Level of Role: This position may be filled at either the Manager or Senior Manager level, depending on the selected candidate’s experience, skills, and qualifications.
Location: Bethlehem, PA
Work Model: Work in a hybrid model with 3 remote days and 2 in-office days in Bethlehem, PA. Associates 50 miles away may receive one reimbursed hotel stay per week to ease commuting.
How You’ll Impact Results:
• Talent Assessment & Development
Design and implement a talent and potentiality model to help leaders identify, assess, and grow high-potential associates.
Collaborate with leaders to design and implement personalized development plans that align with individual career goals and organizational needs.
Implement the competency model within the talent management framework to ensure alignment across performance, development, and succession planning processes.
• Performance Management
Partner with the HR Business Partners to build a consistent, transparent performance management process.
Design tools, processes, and training that drive accountability, adoption, and associate growth.
• Engagement
Lead the design and rollout of engagement surveys.
Partner with leaders to interpret results and translate insights into measurable action plans.
• Training & Learning
Lead the development and execution of the training strategy by conducting comprehensive needs assessments and aligning learning initiatives with business objectives and functional competencies. Build and facilitate training content that develops skills, leadership, and career growth.
Deliver measurable ROI through stronger competencies, productivity, and readiness.
• Collaboration & Influence
Partner with HR Business Partners and senior leaders to ensure initiatives align with business goals, strengthen culture, and build organizational capability.
Act as a change champion by guiding leaders and associates through transitions with clear communication, education, and support.
Build buy-in and embed new practices into daily operations.