You will lead the next phase of the program, aligning rotations with critical enterprise skill needs, strengthening program governance, and equipping managers and advisors to develop early-career talent. You will use participant and manager feedback, program data, and external benchmarking to prioritize improvements that keep the student program competitive and measure their impact on participant development, post-program placement, and long-term retention. This is a role for a practitioner-strategist who sees career and performance development as a lever for business and culture outcomes.
What You Will Own
Early Career Strategy & Solutions
Own the enterprise early career and student program strategy and roadmap, leading program delivery and continuous improvement across business functions and regions. Translate enterprise talent priorities into operating plans with clear program standards, decision rights, and escalation paths.
Own the end-to-end student program calendar design, including relocation, development experiences, mentorship, and executive exposure. Align program opportunities with workforce needs and pathways into the Accelerated Development Program (ADP) and other full-time roles.
Build connections across cohorts and maintain engagement with students between assignments and through their transition into future roles.
Use student and manager feedback, return offer and conversion data, retention outcomes, and external benchmarking to prioritize improvements and keep programs competitive. Partner with Talent Acquisition, Workday, and T&OC colleagues to streamline workflows and support consistent delivery across cohorts.
Functional Talent Partnership & Program Delivery
Serve as the primary talent development partner for assigned business functions, building relationships with functional leaders, HRBPs, program participants, and people managers to understand talent priorities and development needs.
Oversee day-to-day program delivery and participant experience for early talent participants within assigned functions, including onboarding, development planning, assignments and rotations, manager engagement, performance checkpoints, and key program milestones.
Identify and proactively address program challenges, participant concerns, and opportunities to improve manager effectiveness, engagement, and talent development outcomes.
Develop a holistic understanding of the talent pipeline within assigned functions, identifying opportunities to strengthen development pathways, internal mobility, and talent retention across career stages.
Partner with early talent program owners and T&OC colleagues to deliver a connected, consistent talent development experience tailored to functional business needs.
Program Governance & Continuous Improvement
Partner with fellow program managers to establish consistent program standards, tools, processes, and participant experiences across talent development initiatives.
Identify opportunities to streamline program administration, share resources, and improve operational efficiency as programs scale.
Collaborate across the T&OC team to align development programs with broader talent management, succession, and organizational capability strategies.
Partner with Workday Talent product owners to align system capabilities, reporting, and employee and leader experiences with program needs.
Analytics & Impact
Build and leverage data sets, metrics, and evaluation frameworks to measure short-, mid-, and long-term program effectiveness, demonstrating impact on retention, readiness, equitable access, pipeline health, and business performance. Present findings and recommendations to senior HR and business leadership.
Continuously scan the external landscape to identify emerging practices, benchmark against best-in-class organizations, and introduce innovation that keeps Trane Technologies' talent growth approach ahead of the curve.
Monitor program execution and outcomes within assigned business functions, identifying trends, opportunities, and risks that require action.
What You Will Bring
6+ years of progressive experience in talent management and career development within a complex, global organization with a demonstrated track record of designing, implementing, and measuring enterprise-scale accelerated talent development solutions.
Deep knowledge of career development frameworks best practices, and adult learning principles, with the ability to translate research and external benchmarks into actionable strategies.
Executive presence and the credibility to influence senior leaders, HRBPs, and cross-functional partners across geographies and cultures.
Experience working with Workday or comparable Talent technology platforms with experience translating business requirements into effective system design.
Experience with leadership assessment tools and assessment methodology; Hogan & Coaching certification preferred.
Bachelor's degree required, master’s degree in HR and Organizational development is preferred
Annual Base Salary Range or Hourly Base Pay Range
- $75,700.00 - $135,834.99
- Compensation Type:
- Salary
- Incentive Eligible:
- Yes
- Sales Commission Eligible:
- No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home
Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
Family building benefits include fertility coverage and adoption/surrogacy assistance.
Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations
Safety Sensitive Role
- No
- The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are an equal opportunity employer; all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
