Talent Development Manager will work with Leaders to understand areas of opportunity to create and provide training to develop team members and Heartland. This individual will also manage all training compliance and assignments for both internal and external needs.
Roles and Responsibilities/ Essential Functions:
- Prepare a training and development budget for the organization. Partner with department leads to ensure their needs are included.
- Analyze training needs to develop new training programs or modify and improve existing programs.
- Develop and implement programs to address leadership at all stages. This will include an emerging leaders program, onboarding for new leaders, and development paths for leaders identified as part of the succession planning processes.
- Responsible for all aspects of training program design, including: partnering with leaders to complete a needs analysis, materials development and implementation, and training evaluation/ROI activities.
- Facilitate development programs in classroom, online, or blended settings to individuals at all levels of the organization.
- Engage with existing and potential vendors to review and evaluate licensed programs for cost and effectiveness.
- Manage and maintain all aspects of the Learning Management System to include providing robust reporting on participation/utilization of Talent Development programs.
- Coordinate with Partner Relations to ensure that external needs are met for training courses and certifications. Follow up with Partner Relations Team Members to ensure that we receive appropriate credit from vendors (i.e. certification levels, discounts, back end dollars, etc.)
- Arrange ongoing technical training classes and schedule appropriate certification exams.
- Assist with other duties, as assigned.
- Adaptability: Adaptability looks at the extent to which an individual can fit into a changing working environment.
- Ambition: Ambition looks at the extent to which an individual demonstrates drive and initiative in seeking personal advancement or recognition.
- Business Acumen: Business acumen looks at the ability of the individual to understand and discriminate between various business related topics and issues. This includes insight into, and understanding of, specialized business concepts.
- Communication, Oral: Oral Communication skills looks at the extent to which an individual communicates with economy and clarity, actively engaging in conversations in order to clearly understand others' message and intent, and receives and processes feedback.
- Coaching and Development: Coaching and development looks at the ability of an individual to provide guidance and feedback to help others strengthen specific knowledge/skill areas needed to accomplish a task or solve a problem.
- Energetic: Energy looks at how much force or stamina the individual can bring to the position.
- Friendly: Friendliness looks at the ability of the individual to behave in a beneficial, amicable, or favorable manner toward someone.
- Innovative: Innovation is the ability to go beyond the conventional, a willingness to try different solutions, and to encourage new ideas from employees and co-workers.
- Organized: Organizational skills looks at the ability of the individual to be structured and methodical in working skills.
- Training: Training looks at the ability of the individual to develop a particular skill in others to bring them up to a predetermined standard of work performance.
- 3+ years managing organization wide Training & Development efforts.
- Experience managing/maintaining Learning Management Systems
- Human Resources Generalist exposure/experience
Required Skills, Education and/ or Certifications required:
- Bachelor’s Degree in Business, Marketing, Human Resources, Organizational Effectiveness or other equivalent work experience
Preferred Skills, Education and/ or Certifications required:
- SHRM, CPTM, or CPLP Certification
Equal Opportunity Employer - Including Disabled and Veterans