Talent Development Manager (Learning& Leadership Development)

Company Description

Acumatica is a company on a mission. We are a leading innovator in cloud ERP (Enterprise Resource Planning) solutions with growing businesses worldwide. But don’t take our word for it—read what analysts like G2, IDC, Nucleus Research, and Info-Tech have to say about us.

Acumatica is different by design and purposely built to help small and midsized companies thrive in today’s digital economy. Our industry-specific business management solution is engineered to address real-world needs—featuring intelligent workflows and market-leading usability that enable companies to manage risk, anticipate disruption, and seize new opportunities. Our principled business practices, growth-friendly licensing, and flexible deployment options put organizations in control of their own future. Acumatica is more than just a product—we are a community of partners, customers, and creators committed to elevating business performance. Our ecosystem is driven by collaboration, merging leading technology and real-world insights to put organizations control of their future. In May of 2025, Acumatica was acquired by Vista Equity Partners, a global investment firm focused on enterprise software, data and technology-enabled businesses.

Acumatica’s culture is collaborative and high-energy. We are passionate about our product and our mission, and we are loyal to each other and our company. We value work/life balance, efficiency, simplicity, freakishly friendly customer service, and making a difference in the world. Acumatica offers exceptional professional and financial growth potential. To learn more about Acumatica’s mission, please visit: http://www.acumatica.com.

Job Description

The Talent Development Manager will help build the leadership, management, and organizational capabilities required for Acumatica to scale successfully. 

This role translates business strategy, talent priorities, and organizational capability needs into practical, engaging, and scalable development experiences, content, tools, and resources. The Talent Development Manager will design and deliver solutions for people managers, employees, and HR Business Partners, with particular focus on the critical capabilities identified by the organization. 

The role will connect learning and development to leadership expectations, career growth, and broader talent priorities through a thoughtful combination of experiences, exposures, education, practical tools, and on-the-job application. 

A key part of the role is creating leverage. Rather than personally delivering every development experience, this individual will build resources, facilitator materials, and train-the-trainer solutions that equip HR Business Partners and leaders to reinforce and cascade learning throughout the organization. 

The role will also create and maintain centralized leader and employee toolkits that make expectations, key organizational messages, resources, and practices easy to understand and apply. This supports Acumatica’s goal of scaling while preserving and strengthening the culture and ways of working that make the company distinctive. 

This is a senior individual-contributor role requiring someone who can move comfortably between strategy and hands-on execution, from designing a leadership-development program or facilitating a workshop to building an intuitive SharePoint resource center. 

Key Responsibilities:

Learning & Capability Development

• Translate business strategy, HR and talent priorities, employee insights, and identified capability gaps into focused development priorities and solutions. 

• Design and develop learning experiences focused on leadership effectiveness, manager effectiveness, professional capabilities, and other priority organizational needs. 

• Create development pathways that combine facilitated learning, self-directed education, practical tools, developmental experiences and exposures, on-the-job application, and reinforcement. 

• Connect development experiences, exposures, education, and resources to career profiles, capability expectations, and broader talent priorities, helping employees and managers make development more intentional and relevant to career growth. 

• Develop high-quality workshops, presentations, facilitator guides, participant materials, exercises, job aids, playbooks, and digital learning content. 

• Facilitate leadership, manager, employee, and HR development sessions as appropriate. 

• Curate external and internal learning resources to complement internally developed content. 

Leadership & Manager Enablement

• Build scalable development experiences that strengthen leadership and people-manager effectiveness. 

• Translate leadership expectations into practical behaviors, tools, learning experiences, and resources that leaders can apply in their day-to-day work. 

• Develop leader toolkits and playbooks covering critical leadership and management practices such as goal setting, feedback, 1:1s, career conversations, communication, accountability, and team leadership. 

• Partner with the Director of Talent & Organizational Capability and HR Business Partners to identify emerging leadership and management capability needs. 

• Create reinforcement mechanisms that help move development from one-time training to sustained behavior and organizational practice. 

• Equip managers to support employee growth through effective development planning, career conversations, feedback, coaching, and identification of meaningful development opportunities. 

HRBP Enablement & Train-the-Trainer

• Develop train-the-trainer approaches that enable HR Business Partners to facilitate and reinforce learning within the businesses they support. 

• Prepare HRBPs with facilitator guides, discussion materials, tools, talking points, FAQs, and supporting resources. 

• Facilitate enablement sessions and practice opportunities that build HRBP capability and confidence in facilitating and reinforcing development experiences. 

• Establish consistent standards while allowing appropriate adaptation for different functions, geographies, and audiences. 

• Gather feedback from HRBPs and participants and use it to continuously improve content and delivery. 

Leader Toolkits & Organizational Enablement

• Translate business and HR priorities, leadership expectations, cultural principles, and key people practices into clear, practical resources and experiences for leaders and employees. 

• Develop scalable leader communication and enablement toolkits that provide consistent messages while enabling leaders to make them relevant to their teams. 

• Create resources that help leaders reinforce the company's vision, culture, ways of working, and leadership expectations as the organization grows. 

• Partner across HR and with internal stakeholders to ensure leader resources are accurate, coordinated, timely, and easy to use. 

• Help create a consistent employee and manager experience without creating unnecessary process or bureaucracy. 

Digital Learning & Knowledge Experience

• Build and maintain user-friendly SharePoint sites and digital resource hubs for learning, leadership, and manager enablement. 

• Organize learning content and leader resources so employees and managers can quickly find what they need. 

• Apply strong information architecture, navigation, content management, and user-experience principles to digital resources. 

• Publish and maintain content, ensuring information remains current, accessible, consistent, and easy to navigate. 

• Experiment with new digital and AI-enabled approaches to content creation, learning, knowledge sharing, and employee enablement. 

• Partner with appropriate technology stakeholders when more advanced technical solutions are required. 

Program Management, Measurement & Continuous Improvement

• Manage multiple learning and capability initiatives from concept through design, launch, adoption, measurement, and iteration. 

• Establish clear objectives and success measures for key development initiatives. 

• Track participation, experience, adoption, application, and other relevant indicators to understand effectiveness. 

• Use employee feedback, leader input, talent insights, and program data to continuously improve solutions. 

• Bring structure, clarity, and momentum to capability-building initiatives that may begin with ambiguous business requirements. 

Qualifications

• 7+ years of progressively responsible experience in Learning & Development, Talent Development, Leadership Development, Organizational Development, or a related discipline. 

• Demonstrated experience designing leadership, manager, or professional development programs from discovery through implementation. 

• Strong learning-design and content-development capability, with the ability to turn complex business, organizational, and talent concepts into practical, compelling development experiences. 

• Strong facilitation and presentation skills across employee, manager, leader, and HR audiences. 

• Demonstrated ability to create professional learning materials, toolkits, playbooks, facilitator guides, presentations, and digital resources. 

• Experience developing train-the-trainer programs or enabling others to deliver learning solutions. 

• Strong project and program management skills with the ability to manage multiple initiatives simultaneously. 

• Strong consulting, communication, and stakeholder-management skills. 

• Ability to operate independently and successfully navigate ambiguity. 

• Strong working knowledge of Microsoft 365, including SharePoint, with demonstrated ability to create, structure, publish, and maintain intuitive digital content experiences. 

• Bachelor's degree in Human Resources, Organizational Development, Learning, Business, Organizational Psychology, or related discipline, or equivalent relevant experience. 

Preferred Qualifications:

• Experience in a global, high-growth technology or SaaS organization. 

• Experience working with HR Business Partners as a delivery or enablement channel. 

• Experience translating competency or capability frameworks, leadership models, career profiles, talent insights, or organizational-culture priorities into practical development solutions. 

• Experience creating SharePoint learning portals, knowledge hubs, or manager resource centers. 

• Exposure to learning-management platforms, digital authoring tools, video/content development, or AI-enabled learning tools. 

• Experience measuring learning effectiveness and translating insights into program improvements. 

How Success Will Be Measured

Success in this role will ultimately be reflected in: 

• Priority leadership and manager capability programs delivered and adopted. 

• Improved accessibility and usability of learning and leader resources. 

• HRBPs increasingly able to facilitate and cascade development solutions. 

• Greater consistency in leadership and manager practices across the organization. 

• Strong utilization and user experience of leader toolkits and SharePoint resources. 

• Evidence that development experiences are translating into application, not simply participation. 

• Development infrastructure that can scale as Acumatica grows without requiring the Talent & Organizational Capability team to deliver everything centrally. 

• Meaningful connection of development pathways and resources to career profiles, capability expectations, and employee growth opportunities. 

Additional Information

Acumatica is an Affirmative Action and Equal Opportunity Employer/Veterans/Disabled. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.
If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail HR@acumatica.com. This email is created exclusively to assist disabled job seekers whose disability prevents them from being able to apply online. Only emails sent for this purpose will be returned. Emails sent for other purposes, such as following up on an application or technical issues not related to a disability, will not receive a response. 

For this role, the salary range is $120,000-135,000 annually. This range represents the low and high end of the salary range for this job and may vary based on location. The actual salary offer will carefully consider a wide range of factors, including skills, qualifications, experience and other relevant elements.

At Acumatica, certain roles are eligible for additional rewards, including annual bonus and stock. These awards are allocated based on individual performance. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role.

Benefits/perks listed here may vary depending on the nature of your employment with Acumatica and the country where you work. US-based employees gain access to healthcare benefits (medical, dental and vision insurance for you and your dependents), employer paid Short-Term/Long-Term Disability and Basic life coverage, 401(k) plan with company match, Flexible time off, sick and safe leave, among others.