TCOM, L.P.
Manager, Talent Management
TCOM, L.P., Columbia, Maryland, United States, 21046
The Manager of Talent Management assists with the design, and leads the development, and implementation of the talent agenda for the Company. This position will partner with leadership to understand business objectives and needs and identify, develop, and deliver talent management initiatives to the organization. The Manager of Talent Management will also be responsible for managing and executing efforts related to recruiting and onboarding, learning and development, engagement, performance management and succession planning.
Supervisory Responsibilities:
Responsible for supervising a team including a Training Specialist and Recruiting personnel. Duties/Responsibilities:
Manage the day-to-day operational needs of ongoing programs related to recruiting and onboarding, learning and development, engagement, performance management, and succession planning. Partner with Company leadership to understand urgent needs and support their teams in moving a variety of projects, programs, and initiatives forward. Design, develop, and implement the organizational learning plan, assessing organizational needs, and developing appropriate content and programs. Develop and deliver a variety of communications, training materials, tools, and resources for HR and the broader organization to support implementation of programs and processes. Develop, coordinate, and facilitate select training programs to employees. Manage content for the learning management system (LMS) and ensure access to material, troubleshoot, prioritize and manage course offerings. Lead talent acquisition and be responsible for continuous improvement of the function, including best practices and implementing new approaches. Serve as a business partner with hiring managers to develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates. Manage full life cycle recruitment process (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire. Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the company's initiatives. Support the annual preparation of affirmative action plan and ensure compliance with federal, state, and local laws as they relate to recruitment. Deliver effective communications and presentations to stakeholders, leaders, and project teams. Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation tools. Develop, initiate, and maintain effective programs for workforce retention, promotion and succession planning. Manage a team to include assigning and monitoring workload, goal setting and professional development. Assist with various research/special projects. Perform other related duties as required. Required Skills/Abilities: Superior verbal and written communication skills. Must be able to build relationships, trust, and communicate at multiple levels of the organization. Must be proficient with Microsoft Office Suite products. HRIS software experience, UKG Pro desired. Excellent interpersonal, counseling, and negotiation skills. Ability to work in a collaborative, matrixed team environment. Strong presentation skills. Excellent leadership skills. Strong attention to detail and discretion. Project management and execution skills. Strong analytical and critical thinking skills. Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations. Strong business and HR acumen, including strong creative problem-solving skills, critical thinking, and analysis. Maintain confidentiality at all times and always acting with integrity. Ability to design and implement full-cycle performance management programs. High level of accountability and ownership of responsibilities. Work independently and proactively with minimal supervision. Education and Experience: Minimum of 7 years of recruiting and onboarding, learning and development, employee engagement, performance management, and succession planning experience. Minimum of 1 year of HR generalist experience. Previous supervisory experience a plus. Bachelor's degree in human resources or related field. Previous experience in capturing metrics and producing various employment reports. Experience and formal training in instructional design and adult learning practices preferred. Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Experience in working with applicant tracking systems and affirmative action plan requirements.
Benefits:
We offer an excellent benefits package, including medical, dental, vision, and a generous 401(k) retirement plan. We also offer paid maternity/paternity leave, tuition assistance for furthering your education while at TCOM, short-term and long-term disability. In addition to our 11 holidays and generous vacation schedule, the company has an established compressed workweek schedule in which all employees work a 9/80 schedule (80 hours worked in 9 days) which enables the company to close every other Friday. Come join the TCOM family!
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Responsible for supervising a team including a Training Specialist and Recruiting personnel. Duties/Responsibilities:
Manage the day-to-day operational needs of ongoing programs related to recruiting and onboarding, learning and development, engagement, performance management, and succession planning. Partner with Company leadership to understand urgent needs and support their teams in moving a variety of projects, programs, and initiatives forward. Design, develop, and implement the organizational learning plan, assessing organizational needs, and developing appropriate content and programs. Develop and deliver a variety of communications, training materials, tools, and resources for HR and the broader organization to support implementation of programs and processes. Develop, coordinate, and facilitate select training programs to employees. Manage content for the learning management system (LMS) and ensure access to material, troubleshoot, prioritize and manage course offerings. Lead talent acquisition and be responsible for continuous improvement of the function, including best practices and implementing new approaches. Serve as a business partner with hiring managers to develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates. Manage full life cycle recruitment process (post, source, prescreen, schedule, background, references, offer, onboarding, etc.). Complete hiring process within defined metrics to minimize overall time-to-start. Develop appropriate marketing strategies, define roles and responsibilities of hiring team, and develop service-level agreements to ensure an effective and efficient recruitment lifecycle while minimizing cost-per-hire. Create and maintain an environment of equal employment opportunity, diversity, and competitive advantage in support of the company's initiatives. Support the annual preparation of affirmative action plan and ensure compliance with federal, state, and local laws as they relate to recruitment. Deliver effective communications and presentations to stakeholders, leaders, and project teams. Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation tools. Develop, initiate, and maintain effective programs for workforce retention, promotion and succession planning. Manage a team to include assigning and monitoring workload, goal setting and professional development. Assist with various research/special projects. Perform other related duties as required. Required Skills/Abilities: Superior verbal and written communication skills. Must be able to build relationships, trust, and communicate at multiple levels of the organization. Must be proficient with Microsoft Office Suite products. HRIS software experience, UKG Pro desired. Excellent interpersonal, counseling, and negotiation skills. Ability to work in a collaborative, matrixed team environment. Strong presentation skills. Excellent leadership skills. Strong attention to detail and discretion. Project management and execution skills. Strong analytical and critical thinking skills. Thorough understanding of recruiting methods and best practices, as well as applicable policies and federal, state, and local employment laws and regulations. Strong business and HR acumen, including strong creative problem-solving skills, critical thinking, and analysis. Maintain confidentiality at all times and always acting with integrity. Ability to design and implement full-cycle performance management programs. High level of accountability and ownership of responsibilities. Work independently and proactively with minimal supervision. Education and Experience: Minimum of 7 years of recruiting and onboarding, learning and development, employee engagement, performance management, and succession planning experience. Minimum of 1 year of HR generalist experience. Previous supervisory experience a plus. Bachelor's degree in human resources or related field. Previous experience in capturing metrics and producing various employment reports. Experience and formal training in instructional design and adult learning practices preferred. Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs. Experience in working with applicant tracking systems and affirmative action plan requirements.
Benefits:
We offer an excellent benefits package, including medical, dental, vision, and a generous 401(k) retirement plan. We also offer paid maternity/paternity leave, tuition assistance for furthering your education while at TCOM, short-term and long-term disability. In addition to our 11 holidays and generous vacation schedule, the company has an established compressed workweek schedule in which all employees work a 9/80 schedule (80 hours worked in 9 days) which enables the company to close every other Friday. Come join the TCOM family!
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)