Please Note This Job is Located in Reno, NV.Panasonic Energy of North America (PENA) is collaborating with Tesla Motors, Inc. in a large-scale advanced battery manufacturing facility known as the Gigafactory near Reno, Nevada which is known for its quality of life and expansive outdoor adventures. Panasonic manufactures and supplies cylindrical lithium-ion cells for the world’s leading electric vehicle manufacturer, Tesla Motors, Inc. Based on the battery demand from Tesla, the Gigafactory plans to produce cells which will double the world’s current production.Our mission at PENA is to make the vision of affordable Electric Vehicles a reality by production of the world’s safest, highest-quality, and lowest-cost batteries. Through this effort we will create a clean energy society and our products will change society’s use of and perceptions of electric power.Panasonic is seeking a skilled HR Leader to become our Talent Development Manager, reporting to the GM of HR and General Affairs (VP of HR), and leading organization (OD) and talent development for a growing employee base of over 1,500 people. This role will shape our leadership, employees, and our culture, and is an opportunity to come into an exciting environment and build. This role combines your skills in OD and training, succession planning, talent management, leadership development, business acumen, and passion to make a difference in what is still a start-up. This organization is poised to grow by several hundred employees in just the next few months. Bring your energy and creativity, and come build with us.Responsibilities include:Lead PENA’s all aspects of talent development, including needs assessments, L&D, organizational development, succession planning, front-line leadership, executive development, etc.Lead out in learning, including leading training specialists in leadership and employee effectiveness training creation and adoption, with an eye to continuous improvement.Partner with other HR functional areas such as Client Support, HR Operations, Legal, and Talent Acquisition to bring robust solutions to bear for organizational challenges.Generate credibility with other functions and employees through engagement, listening, and developing robust, but practical solutions along with excellent follow-through.Demonstrate speed in response to organizational needs to keep pace with the growth of the organization – in many cases “done is better than perfect”.Own talent review processes, to deepen visibility to high-potentials within the organization.Build robust succession plans for key roles in partnership with HR and leadership teams for stability and domain depth in the medium and long term.Shape entry points such as internship and campus hire programs to strengthen organizational pipelines in one of the most exciting opportunities to learn in the world.Be out-in-front in change-management efforts with practical frameworks built for multi-cultural audiences, while not getting lost or losing others in theory.Help teams visualize and improve the employee experience to capitalize on the career growth opportunities in PENA.Evaluate, negotiate, and deliver vendor solutions as appropriate for relevant needs.Bring your energy and creativity to a substantial, growing organization where the clay hasn’t set and the opportunities to make a mark are everywhere!Basic Qualifications:Bachelor’s Degree in Psychology, Business, HR, or related fieldMinimum of 6 years of experience in a HR or OD capacity, including having led teamsDesired Qualifications:8 years OD, Learning, and\/or leadership experienceAdvanced degree in OD, Industrial Psychology, or OD. MBA or MHR\/MILR with relevant Talent Development experience.Superior facilitation ability – small groups or large audiences.Genuineness of character. Humility and high self-confidence to listen without ego, and advocacy for the important things. Willing to roll-up sleeves. Positive energy.Demonstrated comfort in multi-national environments.Demonstrated capability to deliver quality training and development solutions to an employee base - moves quickly through needs assessment to implementation with high standards of excellence – effective analysis, but doesn’t get bogged down.Proven ability to recognize and address multiple stakeholders.Experience in talent reviews, succession planning, on-the-job individual development plan creation and execution, mentorship and coaching programs.Clear prioritization to advance efforts on multiple fronts.Flexibility – critical for a start-up environment.