Key roles and responsibilities:
Provide professional expertise and support in the design, development, and implementation of the training and talent process that is required to achieve business goals and results in the creation of an internal bench of top talent.
Collect, analyze, and maintain data gathered to inform targeted leadership development (e.g., succession planning, and training).
Develop, initiate, and maintain effective programs for workforce retention, promotion, and succession planning.
Responsible for the development of company training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.
Runs annual TNA and creates annual training calendar.
Negotiate with training vendors and create a training budget.
Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance, and performance evaluation instruments.
Conduct presentations and training.
Ensure that organization-wide talent management and company initiatives are focused and aligned on improving operational and program efficiencies and effectiveness.
Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.
Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates.
Build an on-job training program to serve all business areas.
Manage the talent impact of organizational changes (such as mergers, acquisitions, or restructures), ensuring that the right talent is retained and that employees are supported through transitions.
Ensure that all talent management practices comply with labor laws, company policies, and industry best practices.
Years of Experience:
5+ years in talent management and training.