Senior Manager, Career and Performance Development

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 of almost 46,000 employees operating across some of the most complex, fast-moving markets in the world. Our Talent & Organizational Capability COE exists to build the organizational strength that fuels our outperformance — and this role sits at the center of that mission.
 

As Senior Manager, Career & Performance Development, you will own the enterprise strategy for how Trane Technologies develops talent across career stages and sustains a high-performance, development culture. You will architect scalable solutions — not just programs — across three interconnected domains: early career talent development, mid-career acceleration, and the continuous improvement of our enterprise Performance & Development Connections (PDC) framework. You bring external perspective, evidence-based practice, and the credibility to influence C-suite and regional leaders while developing a high-performing COE team.

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

Career Development Strategy & Solutions

• Evolve the design for the enterprise approach to career development, and implement a cohesive ecosystem, that is scalable, offers opportunity for all, and is anchored to business capability needs and succession priorities.

• Translate talent strategy into clear, practical and scalable accelerated talent frameworks to develop top talent, increase their readiness for their destination roles, and improves overall succession strength.

• Continuously improves Trane Technologies early-in-career cohort programs & mid-career acceleration pathways, partnering with business leaders and business talent councils.

• Partners with the Global Talent & Succession Lead, Region and Business HR Leaders, and Talent Councils to assess development gaps and translate them into scalable, differentiated solutions — knowing when to build, buy, borrow, or retire a program.

• Establish clear metrics and evaluation frameworks that demonstrate program impact on retention, readiness, and pipeline health — and present findings and recommendations to senior HR and business leadership.

• You will position Trane Technologies as best-in-class company and point of reference for benchmarking for developing and implementing innovative and forward-looking talent development practices.

  

Performance & Development Connections (PDC) Framework

• Lead the enterprise PDC approach, owning the philosophy, process architecture, and annual calendar — ensuring it drives accountability, meaningful conversations, inclusive leadership and results.

• Own the assessment and evaluation techniques embedded in the PDC cycle, designing tools and approaches that generate valid, actionable insight into employee performance and development across the enterprise.

• Partner with Workday Talent product owner to optimize technology configuration, maximizing adoption, user experience, and data integrity across the performance and development cycle.

• Build capability in HRBPs and people managers through targeted enablement — developing facilitation guides, toolkits, and learning experiences that shift mindsets and elevate practice quality.

Analytics & Impact

• Build and leverage data sets that measure short-, mid-, and long-term program effectiveness and impact, connecting talent development outcomes to business performance indicators.

• Define and track key metrics across career development programs and the PDC cycle, translating insights into clear narratives for senior stakeholders.

• Drive continuous improvement of the PDC approach by synthesizing data, stakeholder feedback, and external research into actionable recommendations for the global HR leadership team

• Drive a market-informed talent strategy by integrating external research, benchmarking, market intelligence, and internal talent data to deliver strategic recommendations that enhance talent development programs, strengthen the PDC approach, and build high-performing teams and a robust succession pipeline—positioning Trane Technologies’ talent strategy ahead of the curve.

People Leadership

• Lead, develop, and inspire a team of talent professionals, modeling the coaching and development practices the function champions across Trane Technologies.

What You Will Bring

• 10+ years of progressive experience in talent management, career development, and/or performance management within a complex, global organization — with a demonstrated track record of designing and measuring enterprise-scale talent development solutions.

• Deep knowledge of career development frameworks, performance management best practices, and adult learning principles, with the ability to translate research and external benchmarks into actionable strategies.

• 5+ people leader experience with a strong commitment to developing others.

• Executive presence and the credibility to influence senior leaders, HRBPs, and cross-functional partners across geographies and cultures.

• Experience working with Workday Talent & development modules translating business requirements into effective system design.

• Experience with leadership assessment tools and assessment methodology; Hogan certification preferred.

• Bachelor's degree required; advanced degree in Industrial-Organizational Psychology, Organizational Development, or a related field strongly preferred.

Annual Base Salary Range or Hourly Base Pay Range:

$146,521.66 - $204,609.99

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.
• 401K match up to 6%, plus an additional 2% core contribution = up to 8% company contribution.
• Paid time off includes 15 vacation days, 9 paid holidays, 3 floating holidays, sick leave, and additional options to support volunteer and parental leave.
• Educational and training opportunities through company programs along with tuition assistance and student debt support.

Disclaimer:  Benefit offerings may vary depending on 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.