Talent Development Manager, Early Career Programs

About the role

Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business-it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.

Learn about our benefits designed for you to thrive at work and at home.

We boldly go.

Where is the work

Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.

The Opportunity

Trane Technologies is a global industrial company with over 46,000 employees operating across some of the most complex, fast-moving markets in the world. Our Talent & Organizational Capability (T&OC) COE (center of excellence) exists to build the organizational strength that fuels our outperformance, and this role sits at the center of that mission.

As an Early Career Manager, you will own the enterprise roadmap and program standards for Trane Technologies' student programs across the company, including interns in commercial sales functions, functional internships, and co-ops, and lead day-to-day delivery of the early talent portfolio for assigned business functions. You will partner with business executives, Early Talent Councils (ETCs), HR Business Partners (HRBPs), and Talent Acquisition to deliver a consistent, high-quality participant experience and build a talent pipeline aligned with future business needs.

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