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.