Manager, Talent & Development

Summary

The Manager of Talent & Development will lead and implement talent strategies, programs, and technology solutions that align with SPI's growth objectives. This role will play a pivotal role in fostering a culture of excellence, engagement, and continuous learning across our business. The Manager of Talent & Development will report directly to the Vice President of HR and will be responsible for overseeing key areas, including recruiting, succession planning, organizational design, learning and development, performance management, employee engagement, onboarding, internship programs, career planning, and competency development.

Areas of responsibilities may include but are not limited to:

Recruiting:

• Lead and manage the recruiting team to attract, select, and retain top talent.
• Develop and implement recruitment strategies to meet the organization's evolving needs.
• Ensure the recruitment process is efficient, fair, and aligned with best practices.

Performance Management:

• Oversee the design and implementation of performance management systems to drive accountability and results.
• Provide guidance and support to managers in setting performance goals and conducting evaluations.

Succession Planning:

• Design and execute succession planning programs to identify and develop future leaders.
• Collaborate with senior management to ensure a strong talent pipeline.

Learning & Development:

• Collaborate with other departments and stakeholders to identify needs, establish goals, and design programs the support the broader organizational objectives.
• Stewardship over HR learning and development tools and programs that support employee growth and career advancement.
• Evaluate and measure the efficacy of training programs to ensure they are meeting the desired objectives and goals.
• Foster a culture of continuous learning and development across the organization.

Engagement and Surveys:

• Develop and administer employee engagement surveys to assess workplace satisfaction and identify improvement areas.
• Implement strategies to enhance employee engagement and retention.

Onboarding:

• Develop and oversee a comprehensive onboarding program to ensure new hires are effectively integrated into the company culture and operations.

Internship Program:

• Design and manage an internship program that attracts and develops high-potential talent for future roles within the organization.

Career Plans and Development Plans:

• Work with employees and managers to create personalized career and development plans.
• Provide coaching and resources to support employees' career growth.

Competencies:

• Develop and maintain a competency framework that aligns with organizational goals and guides talent development initiatives.

Organizational Design:

• Analyze and optimize organizational structures to support business objectives.
• Work with leaders to develop their workforce plans, evaluate staffing and skill requirements, identify gaps, and provide practical options to close them.

Compliance:

• Ensure compliance with relevant laws and regulations related to hiring, promotions, and training.

Education, Skills, Experience, and Knowledge

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; Master's degree preferred.
• Minimum of five years of experience in talent management or learning and development, including recruiting management experience.
• Demonstrated experience in developing and implementing successful talent programs.
• Strong strategic thinking and leadership skills with the ability to influence and collaborate across all levels of the organization.
• Excellent facilitation and presentation skills.
• Excellent communication, interpersonal, organizational skills, and change management.
• Proven ability to manage multiple projects and priorities in a fast-paced environment.
• Strong analytical and problem-solving skills with a focus on continuous improvement.
• Experience in a multi-site workforce environment is required; experience in the distribution or construction industry is highly desirable.

Work Environment

Office and remote environment; hybrid role

Physical demands may include but are not limited to:

Moderate walking, standing, and/or climbing; light lifting and carrying, stooping, bending, kneeling, and reaching. Must be able to lift a minimum of 30 lbs.

Travel

Light to moderate

Exemption Status

Exempt