Purpose = The reason the job exists

The Talent Development Manager creates and facilitates programs and systems that prepare new hires for success and engage existing employees in ongoing career development.

Attributes = The behaviors or traits required to do the job

• Intentional:  Equip every team member with tools to continually develop skills and competencies.
• Innovative spirit:  Identify new ways to operationalize our core values through ongoing training.
• Servant’s heart:  Encourage open communication and vulnerability to realize our Vision of the Future.

Responsibilities = The essential actions required of the job.

• Needs analysis: Identify areas where training and upskilling is needed to ensure workforce capabilities align with needs to achieve strategic business imperatives.
• Program design: Develop continuity between recruiting, onboarding, and ongoing training programs that focus on our Company Core (core values and strategic anchors) and create a space where employees can flourish.  Create and facilitate training, career development, and succession planning programs that encourage continuous learning.
• Training Delivery:  Lead classes and seminars, schedule instructors as needed, and develop computer-based and self-paced training content to grow identified skills and competencies and develop leadership capabilities throughout the workforce.
• Performance measurement: Provide guidance and resources on use of systems to conduct periodic performance evaluations.
• Succession planning:  Conduct talent assessments to ensure critical roles are defined and create bench strength of talented individuals prepared to take on more responsibility.  Define career paths and align training, coaching and experiential assignments to prepare workforce for job expansion and promotion.
• Measuring effectiveness:  Develop plans to improve employee engagement and retention.  Report on completion of training programs and progress and competency development as measured in talent assessment.

Requirements = The skills and experience needed to do the job.

• Bachelor’s degree or professional certification in organizational management, training & development or a related field.
• 3-5 years successful experience driving organizational results through training and development.
• Proficiency with Microsoft Office and Smartsheet
• Experience with learning management systems and working knowledge of SCORM

Competencies = The skills required to do the job.

• Collaboration: Working cooperatively with others to deliver positive results; sharing helpful information and resources in a timely manner, accommodating others’ needs, and asking for help when needed to meet deadlines and commitments.
• Communication:  The ability to interact and exchange information effectively with others; keeping stakeholders informed of important information in a timely manner, and engaging in meaningful dialogue that results in greater clarity.
• Customer Responsiveness:  Identify internal and external customers, develop an understanding of their needs, build trust with them, and always seek to enhance the customer experience.
• Leadership:  Showing leadership means influencing others in a way that moves the team forward; being constructive in a way that helps the team to reach goals.  Regardless of having a leadership title, employees who demonstrate the leadership competency actively participate in discussions, ask questions, listen to others, and help build consensus on a team.
• Positive Energy:  Engaging with coworkers in cheerful, respectful, polite manner; contributing constructively to conversations and team meetings and avoiding behaviors that drain energy from others.
• Problem-Solving/Critical Thinking:  The ability to analyze workplace problems, come up with creative solutions, and then to test and effectively implement the solutions within the scope of responsibility.
• Solution-Focused: Solutions-focused people don’t let workplace problems stop their progress.  They remain focused on finding the best possible solution to resolve the problem so that quality work can continue.
• Taking Responsibility:  Completing tasks without being prompted; working constructively with others to complete projects; and exercising initiative beyond just the scope of a job description.
• Team Accountability:  Understanding the interdependency of the workplace and acknowledging that individual work impacts the work of the team and the work of the overall organization.  An accountable team member will ensure their own work is done in a timely and effective manner to contribute to the success of their own team and the Company.
• Technical Development:  Enhancing the ability to do the present and future job better through continuing to refine knowledge or learning completely new skills.