Regional Talent Development Leader, Bilingual

HUB International

Regional Talent Development Leader overseeing talent development initiatives across the South Super Region for HUB International. Bilingual and strategically focused with extensive HR experience required.

Posted 7/17/2026full-timeNashville • Florida, Louisiana, North Carolina, Tennessee • 🇺🇸 United StatesSeniorWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates expertise in talent development, organizational effectiveness, and change management, with a strong focus on designing and implementing impactful learning experiences and programs. Proficient in using data analytics to measure program effectiveness and drive strategic initiatives across regional and enterprise levels.

Highest-signal resume keywords

Talent DevelopmentChange ManagementOrganizational EffectivenessBilingual Proficiency in English and SpanishLearning Agility

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Adult Learning PrinciplesInstructional DesignMeasurement StrategiesPeople AnalyticsProgram Design and Delivery

Soft Skills

Relationship BuildingConsultative InfluenceStrategic ThinkingEffective CommunicationProject Management

Tools & Technologies

Microsoft OfficeLMS Systems (Cornerstone)Learning Development Technology (Articulate, Vyond)

Industry Keywords

Talent Development RoadmapCapability GapsStakeholder ManagementChange RisksOrganizational Health

Tech Stack

Tools & technologies

Switching

About the role

Key responsibilities & impact

In partnership with HR Leads, define and execute an annual talent development roadmap for the Super Region, aligned to each Hub’s business strategy.
Conduct needs analysis to identify capability gaps and specific local development priorities.
Proactively consult and partner with the broader Talent Development team and regional HR Leads to ensure both regional and enterprise-wide programs are consistently aligned, grounded in desired business outcomes, and reflective of real-time needs across the region.
Share regional insights that inform and improve the quality and effectiveness of enterprise programs and solutions.
Balance enterprise commitments with regional priorities, effectively managing capacity and stakeholder expectations across both scopes.
Proactively cultivate strong, trust-based relationships with regional business leaders, HR Leads, and COE team members – initiating regular touchpoints and staying ahead of business needs to anticipate talent development and change needs before they become urgent.
Own a specific enterprise-wide talent portfolio – overseeing design, development, delivery, and continuous improvement of programs within the portfolio.
Establish metrics to measure program effectiveness, ROI and learner impact.
Design and facilitate high-impact learning experiences, including workshops, cohort programs, experiential development opportunities.
Partner with regional business leaders and HR Leads to assess organizational health, identify structural optimization opportunities, and lead or support the design and implementation of solutions – ensuring changes are executed with minimal disruption, improve clarity, performance and agility, and build long-term capability across the organization.
Proactively develop and introduce organizational effectiveness tools and frameworks that build lasting team and leadership effectiveness across the region – anticipating where capability gaps and team health issues are emerging.
Design and implement change management strategies and plans, including stakeholder analysis, communication plans and adoption measures – tailored to the scope and complexity of each specific change initiative.
Proactively identify change risks, readiness gaps, and capability needs across the business and HR community – initiating conversations with business and HR Leaders before issues surface, equipping them with the knowledge, tools, and confidence to sponsor and sustain change, and serving as a consultative thought partner throughout the full lifecycle of change efforts.

Requirements

What you’ll need

Minimum of 10 years of progressive experience in talent development, organizational effectiveness and change management, with robust experience in a learning and facilitation role.
Bilingual proficiency in English and Spanish is strongly preferred.
Proven experience working with dual accountability, balancing both regional and enterprise priorities.
Effective at switching between strategic thinking and practical execution.
Proven ability to design and scale talent and leadership programs across regions and the enterprise.
Strong learning agility to learn HUB’s business and translate that into actionable regional and enterprise initiatives.
Demonstrated success in proactively consulting, partnering with, and influencing senior leaders, HR Leads, and cross-functional stakeholders within a matrixed environment — known for bringing ideas and solutions forward, not waiting to be asked.
Proficient in designing measurement strategies and using people analytics – be able to harness and use data to make informed decisions.
Grounded in a customer service mindset, with an effective ability to communicate, and build relationships across all levels of leadership.
Expertise in adult learning principles, instructional design, and modern learning methodologies (e.g., blended learning, 70-20-10, digital learning).
Strong project management, time management and organizational skills.
Strong computer skills: Microsoft Office, LMS systems (Cornerstone), Learning Development technology (Articulate, Vyond, etc.).
Willingness to travel – up to 25%.

Benefits

Comp & perks

Health insurance
401(k) matching
Flexible work hours
Paid time off
Professional development opportunities