talent development director

SWCA Environmental Consultants

<div>About the opportunity:
<div>
SWCA seeks a <b>Director of Talent Development</b> to lead the design, evolution, and delivery of learning and development solutions that strengthen leadership capability, build critical skills, and enable meaningful behavioral change across the organization.</div><div></div><div><br>
Reporting to the Vice President of Talent and Transformation, this role partners closely with leaders and subject‑matter experts to translate business priorities into thoughtfully designed curricula, learning pathways, and development experiences that support employee growth and organizational effectiveness.</div><div></div><div><br>
This role balances strategic thinking with hands‑on curriculum leadership&mdash;ensuring learning solutions are well‑designed, relevant, and impactful&mdash;while also contributing to broader efforts that shape how SWCA develops talent as the organization grows.</div><div></div><div><br>
While this position is tied to our Corporate Headquarters in Phoenix, Arizona, it may be based anywhere in the United States. This is a full‑time, regular, salaried position with benefits.</div><div></div><div><br>
At SWCA, culture matters. We are a community of employee‑owners who value collaboration, sustainability, curiosity, and giving back. We believe great workplaces can take their work seriously without taking themselves too seriously&mdash;whether that&rsquo;s through homebrew competitions, wild sock designs, or finding meaningful ways to support our communities.</div><div></div><div><b><i><br>
Please submit a letter of interest and resume to be considered for this position</i></b>.</div><div></div><div><b><br>
Application deadline</b>: Our team will begin reviewing applications immediately, and interviews will be scheduled with qualified candidates on a rolling basis. The application process will remain open until we have received a robust pool of qualified candidates. Once we have identified suitable individuals, we may close the application process without prior notice. We appreciate the time and effort invested by all applicants and will carefully consider each submission.</div>
What you will accomplish:
<div>
The Director of Talent Development serves as a lead architect of learning experiences that support leadership effectiveness, professional growth, and consistent capability building across the firm.</div><div></div><div><b><br>
Key responsibilities include:</b></div><ul><li><b>
Lead curriculum design and learning architecture</b></li><li><ul><li>
Design and evolve leadership and professional development curricula, learning pathways, and blended experiences that align with SWCA&rsquo;s business needs and career landscape.</li><li>
Ensure learning solutions are grounded in adult learning principles and emphasize application, practice, and behavior change&mdash;not content alone.</li></ul></li></ul><ul><li><b>
Translating business needs into effective learning solutions</b></li><li><ul><li>
Partner with leaders and stakeholders to clarify development needs, define learning outcomes, and determine the most effective instructional approaches.</li><li>
Diagnose whether needs are best addressed through curriculum, performance support, systems changes, or other interventions.</li></ul></li></ul><ul><li><b>
Oversee development and delivery of talent programs</b></li><li><ul><li>
Guide the design, development, and facilitation of leadership and talent development offerings, ensuring consistency, quality, and relevance across the organization.</li><li>
Balance enterprise‑wide programs with targeted solutions that address specific capability gaps.</li></ul></li></ul><ul><li><b>
Strengthening learning systems and tools</b></li><li><ul><li>
Contribute to the ongoing improvement of learning platforms, evaluation approaches, and content governance to ensure programs remain current, scalable, and effective.</li><li>
Use feedback and data to continuously refine curricula and learning experiences.</li></ul></li></ul><ul><li><b>
Lead and develop learning professionals</b></li><li><ul><li>
Provide direction, coaching, and support to instructional designers, facilitators, and learning partners.</li><li>
Align team members&rsquo; strengths to curriculum design, facilitation, and program management work where they can have the greatest impact.</li></ul></li></ul><ul><li><b>
Collaborate across the organization</b></li><li><ul><li>
Work cross‑functionally with HR, operations, and business leaders to ensure learning solutions support broader talent strategies and organizational priorities.</li><li>
Lead working groups and initiatives that require influence without direct authority.</li><li>
Serve as an ambassador for SWCA&rsquo;s Safety Culture and implementation.</li></ul></li></ul><ul><li><b>
Measure effectiveness and impact</b></li><li><ul><li>
Evaluate learning outcomes using qualitative and quantitative indicators to understand adoption, skill development, and impact on performance</li></ul></li></ul>
Experience and qualifications for success:
<div><i>
Minimum Qualifications</i>:</div><ul><li>
Bachelor&rsquo;s degree in a related field or equivalent combination of education and experience.</li><li>
Eight (8) years of experience in talent development, instructional design, organizational development, or related fields.</li><li>
Demonstrated experience designing and evolving curricula or learning programs, particularly for professional or leadership audiences.</li><li>
Strong understanding of adult learning principles and instructional design practices.</li><li>
Experience partnering with leaders and stakeholders to define learning needs and outcomes.</li><li>
Proven ability to lead projects and initiatives that span functions or disciplines.</li><li>
Strong facilitation, communication, and collaboration skills.</li></ul><div><i><br>
Preferred qualifications</i><i>:</i></div><br>
<div></div><ul><li>
Twelve (12) years of experience in talent development, instructional design, organizational development, or related fields.</li><li>
Experience in professional services, consulting, or matrixed organizations.</li><li>
Familiarity with organizational effectiveness or change related work.</li><li>
Knowledge of SWCA&rsquo;s business, culture, or career pathways.</li><li>
Relevant certifications (e.g., CPTD/CPLP)</li></ul><div><br>
</div><div><i>Why Work at SWCA</i><i>:</i></div><div></div><div><b><br>
SWCA Environmental Consultants</b> is a growing employee-owned firm, providing a full-spectrum of environmental services.<b> Our Vision (the North Star) is </b>to make SWCA the best workplace and industry leader in sustainability, bringing sound science and creative solutions to global environmental challenges while maintaining a dedication to employee-ownership. We live our core values: we collaborate as <b>#OneSWCA; </b>we are <b>#AlwaysLearning</b>, we <b>#NeverSettle,</b> and we <b>#GiveBack.</b></div><div><br>
</div><div>We are <b><i>100% employee-owned</i></b>, and we build our success together. With offices across the United States, SWCA is one of the largest environmental compliance firms and ranks among Engineering News-Record&rsquo;s <b><i>Top 200 Environmental Firms</i></b>. We offer a supportive, team-oriented work environment and competitive wages and benefits, including an 100% employee stock ownership plan (retirement).</div><div></div><div><br>
At SWCA, we support our team members in developing their careers to make them leaders in their industry. Our Career Landscape initiative is a process and guide designed to help develop chart rewarding career paths for employees at SWCA. We encourage professional conference attendance, internal and external professional development and training programs, education reimbursement, a Science and Leadership Program, and bonuses for publications meeting certain criteria. All regular status employees are eligible to participate in SWCA medical, dental, vision, employee assistance, wellness, life and disability plans, and are eligible to participate in the SWCA 401(k) Profit Sharing Plan and Trust.</div><div>
If you need assistance accessing SWCA&rsquo;s website, completing the online application, or require accommodations at any point during the hiring process due to a disability, please contact us at accommodations@swca.com or call 1-480-581-5378. We&rsquo;re committed to providing an inclusive and supportive experience for all candidates. This contact information is specifically for accommodation requests; other inquiries will not receive a response.</div><div><i>
EOE - women, minorities, individuals with disabilities and veterans are encouraged to apply. </i><i>At SWCA Environmental Consultants, we celebrate diversity and are committed to creating an inclusive work environment. We strongly encourage candidates from all backgrounds, including those with diverse experiences and veterans, to apply. We believe that a diverse and inclusive workforce enhances creativity, innovation, and overall organizational success.</i></div><div></div><div><i><br>
SWCA is committed to salary equity and salary transparency for all its employees. In alignment with this commitment, SWCA posts good faith pay ranges in all its advertised job postings to promote pay equity and transparency.</i></div><div></div><div><i><br>
An employee in this </i><b><i>US-based</i></b><i> position can expect an </i><b><i>annual salary of $139,776.00 - $179,088.00</i></b><i>. Actual pay within this range may depend on experience, qualifications, geographic location, client requirements where applicable, and other factors permitted by law.</i> <i>Regular-status employees are also eligible for performance bonuses. Candidates are also encouraged to consider SWCA&rsquo;s Total Rewards package, which includes a competitive </i><i>Benefits Package</i><i>, forward-thinking workplace flexibility, outstanding corporate culture, award-winning career development, and more.</i></div><div></div><div><br>
SWCA continues to invest deeply in career development programs, delivering our award-winning Career Landscape support resources to accelerate the growth of our staff. We recognize the valuable skills and experiences our internal team members bring to SWCA&rsquo;s continued success. Qualified internal candidates are encouraged to apply and will be seriously considered for this position. We believe in promoting from within, where possible, providing our existing employees with compelling opportunities to advance their careers.</div><div></div><div><i><br>
#ind-swca</i></div><div><i>
#LI-NC1</i></div></div>

Talent Development Director

Ultra Machining Company, Inc (UMC)

<div>Description:
<p>
At UMC, we don&rsquo;t just make products - we innovate, solve problems, and build a better future. As a proud, privately owned second-generation manufacturer, we&rsquo;ve earned our reputation as leaders in our industry by producing highly complex parts with precision and ingenuity. What sets us apart? Our people. We&rsquo;re a passionate team that values collaboration, continuous learning, and going above and beyond. If this sounds like your kind of workplace, keep reading!</p><p><b>
Why UMC?</b></p><ul><li><b>
Generous PTO:</b> Start with 4 weeks of paid time off per year, with accrual starting on day one.</li><li><b>
Comprehensive Benefits:</b> Medical, dental, vision, short- and long-term disability, and paid holidays.</li><li><b>
401k Match:</b> Dollar-for-dollar matching up to 5%.</li><li><b>
Professional Growth</b>: Tuition reimbursement for professional development.</li><li><b>
Work Schedule:</b> Monday-Friday 8:00am-4:30 pm, onsite in Monticello, MN.</li></ul><p><b>
Job Summary</b></p><p>
The <i>Director of Human Resources</i> owns and drives the company&rsquo;s people strategy with a focus on workforce planning, talent development, compliance, safety governance, and organizational development. This role serves as a leadership position that connects HR strategy directly to business objectives and long-term growth targets. The Director of HR is responsible for leading a high-performing HR team, ensuring compliance standards, and aligning talent and safety programs with company goals. This position reports to the Chief Financial Officer.</p><p><b>
What You'll Do</b></p><p><i>
The primary duties and responsibilities of the Director of Human Resources consist of but are not limited to:</i></p><ul><li>
Directly supervises and develops the HR team, with clear expectations, regular feedback, and structured accountability.</li><li>
Leads staffing, recruiting, and retention strategy with the objective of continually reducing employee turnover and enhancing employee engagement and company culture.</li><li>
Champions ongoing training and leadership development initiatives, including programs that address critical skill gaps across the organization, and oversees workforce development programs such as the company&rsquo;s apprenticeship program and Dual Training Grant partnerships.</li><li>
Owns and maintains the HRIS platform (Paylocity), ensuring data integrity, reporting accuracy, and leveraging system capabilities to support workforce planning and HR analytics.</li><li>
Monitors and ensures the organization&rsquo;s compliance with employment laws and regulations; recommends best practices; reviews and modifies policies and practices to maintain compliance.</li><li>
Chairs and owns the company&rsquo;s Safety Committee, setting the agenda, driving accountability, and ensuring the safety program is actively administered, continuously improved, and aligned with OSHA requirements and company standards across manufacturing and facilities functions.</li><li>
Oversees the company&rsquo;s benefit strategy in partnership with the leadership team, including managing the relationship with the benefits broker and evaluating plan performance, renewals, and recommendations for improvements.</li><li>
Provides HR consultation to all levels of employees and management, acting as a trusted advisor on people-related matters.</li><li>
Establishes, builds, and maintains positive and growth-focused relationships across departments.</li></ul>
Requirements:
<p><b>
Education and Experience</b>
</p><ul><li>Undergraduate degree in Human Resources, Business Administration, or a related field required.</li><li>
7+ years of progressive Human Resource experience, with at least 3 years in an HR leadership or director-level role.</li><li>
3+ years of people management experience with demonstrated ability to develop and lead a team.</li><li>
SHRM-CP, SHRM-SCP, PHR, or SPHR certification required.</li><li>
Manufacturing environment experience preferred.</li><li>
OSHA 30-hour certification or equivalent safety credential preferred.</li></ul><p><b>
Competencies</b></p><ul><li>
Strategic thinking with the ability to connect HR initiatives to business objectives and growth targets.</li><li>
Strong delegation and team leadership skills, empowers team members and holds them accountable for results.</li><li>
Ability to express ideas, share information, listen actively, and demonstrate professionalism in written and verbal communications.</li><li>
Strong problem-solving skills with business and financial acumen.</li><li>
Detail-oriented with timely and effective decision-making and follow-through.</li><li>
Ability to build, empower, and motivate effective cross-functional teams.</li><li>
Use of metrics to support organizational objectives and goals.</li><li>
Ability to foster organizational change in line with company vision.</li><li>
Maintains a high level of confidentiality.</li><li>
Proficiency in HRIS systems, Excel, Word, and PowerPoint.</li><li>
Ability to work on multiple projects while maintaining a high level of accuracy.</li><li>
Embodies the personal commitment to the shared core values of UMC: Great People, Going Beyond, and Growing.</li></ul><p><b>
Physical Requirements</b></p><ul><li>
Prolonged periods sitting at a desk and working on a computer.</li><li>
Must be able to lift up to 15 pounds at times.</li><li>
Dexterity with computers &ndash; the ability to type and use a mouse.</li><li>
Ability to travel to community events and for conferences as needed, which may include some overnight travel.</li></ul></div>

Director of Human Resources

Hallmark

<div><p><b>WHO WE ARE AND WHAT WE DO</b></p>
<p>
The Talent Management Director is a key leader on the Talent &amp; Community team in the Employee Experience organization. This team is a core part of our Talent &amp; Culture strategy, bringing together Talent Acquisition, Talent Development, and Community Impact to build a stronger, more agile future for the business. This team ensures we attract the right talent, develops employees through continuous learning and leadership growth, and strengthens belonging and purpose through meaningful community engagement. The team fosters a thriving culture, a skilled and adaptable workforce, and deeper connections within Hallmark and the communities we serve- all of which contribute to long‑term business performance and resilience.</p><br>
<p></p>
<p><b>
WHAT YOU&rsquo;LL DO &amp; HOW IT SHAPES OUR SUCCESS
</b></p><p>As <b>Talent Management Director</b>, you&rsquo;ll step into a highly visible, influential role shaping how our people are hired, developed, and prepared for the future. Sitting at the intersection of strategy and execution, this role brings talent strategy to life by designing and integrating end‑to‑end solutions across recruiting, onboarding, development, early career, flex staffing, and succession.</p>
<p>
You&rsquo;ll operate as both a strategic thought partner and hands‑on execution leader- using data, storytelling, and influence to challenge thinking, guide leaders, and connect talent to business outcomes. This is a trusted leadership role with meaningful impact, ideal for someone energized by shaping the future of the organization through people.</p>
<p>
This is a rare opportunity to step into a role with genuine influence- where your work shapes leaders, teams, and the future of the organization. You&rsquo;ll have the chance to build, evolve, and leave a lasting mark on how talent drives success.</p>
<p><b>
What You&rsquo;ll Do:</b></p>
<ul>
<li><b>Integrate and execute talent strategy</b> across the full talent lifecycle so experiences work together as one connected system.</li>
<li><b>Lead recruiting and onboarding</b>, ensuring a high-quality, inclusive candidate and hiring leader experience.</li>
<li><b>Oversee flex staffing and early career programs</b>, building scalable pipelines aligned to long-term workforce needs.</li>
<li><b>Drive learning and development strategies</b> for leaders, managers, and individual contributors.</li>
<li><b>Leverage data and insights</b> to tell clear, compelling stories that influence decisions and outcomes.</li>
<li><b>Partner closely with HRBPs and business leaders</b> as a trusted advisor and execution leader.</li>
<li><b>Lead and develop a high-performing team</b> while modeling change leadership and continuous improvement.</li></ul><br>
<p></p>
<p><b>
BASIC QUALIFICATIONS</b></p>
<p><i>
The following are required to be considered for this role:</i></p>
<ul>
<li>At least 10 years of progressive HR / Talent experience, with meaningful responsibility across multiple parts of the talent lifecycle (e.g., TA + development, or TA + onboarding + early career).</li>
<li>At least 5 years of people leadership experience, including leading managers and/or individual contributors.</li></ul><br>
<p></p>
<p><b>
PREFERRED QUALIFICATIONS</b></p>
<p><i>
Your resume will stand out if you have the following:</i></p>
<ul>
<li>Experience intentionally integrating talent acquisition and talent development into a connected, end‑to‑end system.</li>
<li>Experience supporting diverse business models (e.g., creative, retail, product, seasonal).</li>
<li>Ownership of flex staffing or alternative workforce models, including compliance and governance.</li>
<li>Leadership of early career or intern programs aligned to long‑term workforce needs.</li>
<li>Experience establishing or scaling operating rhythms, governance, and success metrics for talent programs.</li>
<li>Demonstrated success modernizing or stabilizing talent systems and driving adoption.</li>
<li>Exposure to enterprise‑scale change leadership, including culture or trust‑building efforts.</li>
<li>Experience partnering with or supporting external entities or subsidiaries.</li>
<li>Demonstrated experience operating at the enterprise level, supporting multiple business units and operating models.</li>
<li>Proven ownership of end‑to‑end talent execution, translating strategy into operating models, processes, and measurable outcomes.</li>
<li>Hands‑on leadership of talent acquisition execution, including workforce planning, intake/prioritization, vendor partnerships, and hiring leader experience.</li>
<li>Experience managing external vendors and technology platforms (e.g., ATS, LMS/TMS, recruiting and learning partners).</li>
<li>Strong track record of cross‑functional partnership with HR Business Partners and senior business leaders.</li></ul><br>
<p></p>
<p><b>
ADDITIONAL DETAILS</b></p>
<ul>
<li>This position offers a hybrid work arrangement, giving you the best of both worlds: collaborating in person at our headquarters in Kansas City, MO and enjoying the flexibility of working remotely.</li>
<li>The salary range for this role is $130,000 - $150,000. Final compensation varies based on several factors.</li>
<li>This role is eligible for Hallmark&rsquo;s Annual Incentive Plan. More information will be shared during the interview process.</li>
<li>Hallmark is committed to recognizing and rewarding performance. Employees are eligible for annual merit-based increases, aligned with individual and company performance.</li>
<li>In alignment with our culture of care, Hallmark offers a competitive benefits package, including medical, dental and vision plans, paid time off, 401K with company match, and profit-sharing.</li></ul><br>
<p></p>
<p><b>
COME JOIN US! Now&rsquo;s your chance to embrace a future with Hallmark- just follow the instructions below to apply.</b></p><br>
<p></p>
<p>
You must show how you meet the basic qualifications in a resume or document you upload, or by completing the work experience and education application fields. Accepted file types are DOCX and PDF.</p>
<p>
In compliance with the Immigration Reform and Control Act of 1986, Hallmark Cards, Inc. and its subsidiary companies will hire only individuals lawfully authorized to work in the United States. Hallmark does not generally provide sponsorship for employment.</p>
<p>
Employment by Hallmark is contingent upon the signing of the Employment Agreement, signing of an agreement to arbitrate in connection with the Hallmark Dispute Resolution Program, completing Form I-9 Employment Eligibility Verification, passing the urinalysis drug screen, education verification and satisfactory reference and background checks.</p>
<p>
Hallmark is an equal opportunity employer. All qualified applicants will be considered for employment without regard to race, color, religion, sex, age, pregnancy, national origin, physical or mental disability, genetics, sexual orientation, gender identity, veteran status, or any other legally-protected status. Principals only please.</p>
<p><b>
HALLMARK &ndash; Because Connecting With Each Other Has Never Been More Important</b></p></div><p></p>

Talent Management Director

Ector County Independent School District

<div><h1 class="jobSectionHeader"><b>Job Title: Talent Development Coach Wage/Hour Status: Exempt
</b></h1><h1 class="jobSectionHeader"><b>Reports to: Director of Talent Development Pay Grade: Teacher Pay Scale
</b></h1><h1 class="jobSectionHeader"><b>Dept. /School: Talent Development Days: 217</b></h1><h1 class="jobSectionHeader"><b>
Ector County ISD educates and serves over 33,000 students across 44 school communities in the heart of the Permian Basin. As a passionate, unified, and world class leader in education, ECISD&rsquo;s mission is to develop world ready, life-long learners who discover their unique gifts, achieve personal success, and fuel their community by building unified, comprehensive community support and participation that fosters a standard of excellence. We serve as advocates and stewards for all students by maximizing all available resources from ensuring relevant teaching to dynamic innovation.
</b></h1><h1 class="jobSectionHeader"><b>Primary Purpose: Provides coaching and support to educators to ensure the continuous development of instructional skills ultimately positively impacting student outcomes. Talent Development coaches provide job embedded professional learning by performing observation feedback cycles. TD coaches also provide professional learning and assist with goal setting. Lastly, the TD coach monitors and utilizes data to determine needs.</b></h1><h1 class="jobSectionHeader"><b>
Qualifications:</b></h1><p>
Provides coaching and support to educators to ensure the continuous development of instructional skills ultimately positively impacting student outcomes. Talent Development coaches provide job embedded professional learning by performing observation feedback cycles. TD coaches also provide professional learning and assist with goal setting. Lastly, the TD coach monitors and utilizes data to determine needs.</p><h1 class="jobSectionHeader"><b>
Qualifications:</b></h1><p>
Education/Certification:</p><ul><li>
Bachelor&rsquo;s degree</li><li>
Master&rsquo;s degree preferred</li><li>
Valid Texas teaching certificate</li><li>
Demonstrated competency in a teaching and/or coaching role</li></ul><p></p><p><br>
 <b>Special Knowledge Skills:</b></p><ul><li>
Knowledge of coaching best practices</li><li>
Knowledge of curriculum and instruction best practices</li><li>
Knowledge of TEKS Standards and state assessments</li><li>
Ability to develop and provide professional learning to adult learners</li><li>
Ability to interpret data</li><li>
Strong organizational, communication, and interpersonal skills</li></ul><p></p><p><b><br>
Experience:</b></p><ul><li>
At least three years of successful teaching experience</li></ul><p></p><p><b><br>
Major Responsibilities and Duties:</b></p><ul><li>
Provide support for new and experienced educators through coaching cycles, training, professional learning, and mentoring.</li><li>
Observe, co-teach, model, and provide feedback on effective practices.</li><li>
Support the district&rsquo;s strategic plan by investing in talent.</li><li>
Build educators&rsquo; capacity in innovative learning experiences that best align research-based instructional strategies and appropriate digital tools and resources to the intended level of thinking within the content.</li><li>
Support educators to utilize the district resources and models.</li><li>
Attend regular training and collaborative meetings.</li><li>
Demonstrate regular and prompt attendance.</li><li>
Lead coaching meetings and professional learning opportunities.</li><li>
Perform duties in a professional, ethical, and responsible manner as defined in the TEA Code of Ethics for Educators</li><li>
Attend all coaching sessions provided by the Talent Development department.</li><li>
Work collaboratively with the Talent Development team on strategies to increase retention, improve the onboarding process, and personalize learning for new employees.</li><li>
Disseminate information regarding current research and significant developments on the state and national levels in area assigned.</li><li>
Support the efforts in Talent Development to improve and increase educator pipelines.</li><li>
Compile, maintain, and fill all reports, records, and other documents required.</li><li>
Comply with policies established by federal and state law, State Board of Education rule, and local board policy.</li><li>
Follow district safety protocols and emergency procedures.</li><li>
All other duties as assigned</li></ul><p></p><p><b><br>
Supervisory Responsibilities:</b></p><ul><li>
None</li></ul><p></p><p><b><br>
Working Conditions:</b></p><p>
Mental Demands/Physical Demands/Environmental Factors:</p><p>
Maintain emotional control under stress. Frequent standing, stooping, bending, pulling and pushing. Move small stacks of textbooks, media equipment, desks, and other equipment</p><p>
Occasional exposure to: biological hazards (communicable diseases, bacteria, insects, mold, fungi, etc.) work outside, work around moving objects or vehicles, work on uneven surfaces, work alone, work prolonged or irregular hours</p><p></p><p><br>
The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required. I have read, understand and attest to the above description and funding relating to my daily activities.</p><p></p><p><br>
Signature Date</p></div>

TALENT DEVELOPMENT COACH

Grant Thornton

<div><p><b>Grant Thornton is seeking a PMD Talent Effectiveness Associate Director to join the team. Approved office locations can be found below.<br>
</b></p><p></p><p>The PMD Talent Effectiveness Associate Director (AD) leads the strategy activation and end‑to‑end execution of the Partners and Managing Director (PMD) performance management process for the U.S. Aligned to the firm&rsquo;s broader talent and performance agenda, this role is pivotal in enabling a high‑accountability, performance‑driven partner experience that reinforces clarity of expectations, transparency of outcomes, and continuous, high‑quality feedback for the firm&rsquo;s most senior leaders.
</p><p>While scope of responsibilities currently includes PMD performance for the U.S. only, the AD supports strategic design development and operational execution to facilitate the PMD performance process with a global mindset, establishing scalable standards, governance, and operating rhythms that can support future global expansion. Reporting to the Director, Global Talent Effectiveness, the AD serves as the U.S. PMD performance owner, accountable for translating global PMD performance strategy into a cohesive operating model for the U.S. firm. This role exercises significant autonomy, maintaining focus and navigating ambiguity to drive decisions. The AD is accountable for facilitating and governing the PMD performance execution model end-to-end (plans, timelines, cadence, tooling/data readiness including Oracle inputs, reporting/insights, and Canvas content stewardship).
</p><p>The AD partners closely with colleagues in the firm&rsquo;s Go to Market function under the Chief Operating Officer (scorecard strategy/design owner) and cross-functional stakeholders (HRIS, People Experience, Service Line Operations, Quality, etc.) to ensure accurate, timely, and well-governed design and execution. In this capacity, they will also independently engage PMDs and senior leaders across the firm, as well as serve as people manager for a direct report, the INDUS-based Global TE Senior Associate.<br>
</p><p></p><p><b>Qualifications (Personal Characteristics, Skills/Abilities, Academic):
</b></p><p><b>The ideal candidate will be:
</b></p><ul><li>A business‑minded talent effectiveness professional who excels at owning and operating complex programs and processes, with strong planning, coordination, and follow‑through.
</li><li>Operationally rigorous and outcome‑accountable, delivering accurate, high‑quality work in a fast‑moving, matrixed environment.
</li><li>Analytical and judgment‑driven, comfortable using metrics and data to drive decisions, and set timelines; an ability to engage with and provide clear guidance to senior executives.
</li><li>A concise, audience‑aware communicator who can independently write, edit, and sequence communications that drive clarity and action.
</li><li>A strong collaborator across GTM, People &amp; Culture, Tech/HRIS, Service Line Operations, and Quality teams; adept at role clarity, RACI management, and influencing without direct authority.
</li><li>Trusted with highly confidential information; exercises sound judgment, discretion, and executive‑facing professionalism.
</li></ul><p><b>The Ideal Candidate Will Possess:
</b></p><ul><li>10+ years of progressive experience in performance management, HR program management, PMO/operations, or organizational effectiveness within a professional services environment; global experience preferred.
</li><li>Hands‑on experience owning and executing complex, multi‑stakeholder program plans (e.g., Smartsheet), including development and maintenance of SOPs and process documentation.
</li><li>Strong data and reporting capability (Excel, Power BI, or similar) and experience partnering with HRIS/Technology teams to ensure system and data readiness (e.g., Oracle workflow inputs and validations).
</li><li>Proficiency with MS Office, SharePoint/Teams, and content maintenance on Canvas or similar intranet platforms.
</li><li>Excellent written and verbal communication skills, including independently drafting broad‑reach communications, FAQs, job aids, and leader‑ready talking points.
</li><li>People leadership experience preferred, including delegating work, quality‑assuring outputs, and developing junior team members.
</li></ul><p><b>Core Responsibilities:
</b></p><p><b>1) U.S. PMD Performance Process Facilitation
</b></p><ul><li>Own and build the annual calendar and execution plan for PMD expectation-setting, mid-year and year-end performance cycles, including milestones, dependencies, risks, and cutovers.
</li><li>Partner with GTM to provide strategic input into the PMD scorecard approach, informed by execution insights, PMD feedback, and process outcomes, while GTM retains scorecard design ownership.
</li><li>Design and maintain the operational playbook (SOPs, timelines, roles/RACI), serving as the single source of truth for all stakeholders.
</li><li>Lead and coordinate leader and participant briefings (slides, agendas, run of show) and align logistics with cross-functional partners (e.g. People Experience, Internal Communications, and Service Line Operations).
</li><li>Oversee and manage PMD support mailbox triage for related inquiries and ensure timely, accurate Q&amp;A routing and closure
</li></ul><p><b>2) PMD Scorecard Partnership
</b></p><ul><li>Partner with the Office of the COO on the PMD scorecard approach, providing strategic perspective informed by execution insights, PMD feedback, and downstream process impacts, while the COO retains scorecard design and strategy ownership.
</li><li>Lead the operationalization of the scorecard by coordinating with the Office of the COO and HRIS/Technology teams to ensure Oracle performance‑cycle data is prepared and delivered accurately and on time (data definitions, required fields, upload templates, load monitoring, issue resolution).
</li><li>Own and manage issue and risk logs tied to scorecard use (e.g., targets, sales crediting impacts, quality or lead integration points); assess implications, elevate tradeoffs, and escalate with clear recommendations.
</li></ul><p><b>3) Partner with the People Experience team to shape and steward the U.S. partner and managing director experience, </b>ensuring the process align with overall expectations of the partner and managing director roles.
</p><p><b>4) Communications, Training &amp; Canvas Content
</b></p><ul><li>Translate annual PMD scorecard updates and process changes into clear enablement resources, applying judgment to determine messaging emphasis, sequencing, and level of detail needed for senior audiences.
</li><li>Lead development and delivery of PMD performance process communications and supporting materials (cycle announcements, instructions, FAQs), ensuring alignment to strategic intent and clarity of required actions.
</li><li>Own PMD program content on Canvas (guidance, timelines, tool links), setting content standards for accuracy, version control, and usability; coordinate archival and structural improvements as needed.
</li><li>Partner with the Office of the COO and Service Line/Quality teams to provide clarifying guidance where PMD scorecard measures intersect with SL‑specific standards or lead behaviors; elevate themes and implications for broader alignment.
</li></ul><p><b>5) Data, Reporting &amp; Insights
</b></p><ul><li>Own PMD cycle reporting (participation, timeliness, exceptions, cycle progress), applying judgment to highlight insights, risks, and decision‑relevant themes for leaders.
</li><li>Ensure end‑to‑end data integrity for PMD‑related data flowing into and out of systems (Oracle uploads, dashboards); proactively partner with Technology, HRIS, and Analytics to resolve issues and improve reliability.
</li><li>Synthesize trends, recurring questions, and pain points from reporting, office hours, and mailboxes into actionable insights and recommendations to inform process improvements and future approach decisions.
</li></ul><p><b>6) Governance, Documentation &amp; Continuous Improvement
</b></p><ul><li>Own and maintain PMD SOPs, RACI, and decision logs, setting governance standards and ensuring version control across shared repositories.
</li><li>Lead post‑cycle retrospectives, assess effectiveness of timelines, tooling, and communications, and prioritize improvements based on impact and feasibility.
</li><li>Monitor external best practices in performance enablement and apply relevant insights to enhance clarity, quality, speed, or scalability of the PMD process.
</li></ul><p><b>7) People Leadership &amp; Collaboration
</b></p><ul><li>Directly manage the INDUS‑based Global Talent Effectiveness Senior Associate (U.S. PMD TE; U.S. Promotions; Global Core Succession); set priorities, provide coaching, and review outputs for quality and completeness; coordinate dotted‑line work with the Global Succession &amp; Readiness Manager.
</li><li>Partner with Total Rewards to align PMD performance and rewards timelines and processes, anticipating downstream impacts and resolving interdependencies.
</li><li>Enable and train HRBPs on PMD core processes they support (e.g., calibration facilitation), providing guidance on complex or sensitive scenarios.
</li><li>Coordinate with Analytics and Finance to ensure PMD performance processes are supported with accurate data and reporting.
</li>Act as business owner for PMD‑specific Oracle performance forms, defining requirements, validating usability, and driving continuous improvement based on user and process feedback.<br>
<li>
</li></ul><p></p><p>The base salary range for this position in the firm&rsquo;s Chicago, IL, Downers Grove, IL, Cleveland, OH, Minneapolis, MN, and Baltimore, MD offices only is between $144,000 and $216,000 per year.
</p><p>The base salary range for this position in the firm&rsquo;s Washington, DC, Boston, MA, Edison, NJ, and New York, NY, and Melville, NY offices only is between $155,520 and $233,280 per year.</p></div>

PMD Talent Effectiveness Associate Director

Iovino Enterprises

<div><div><b>Final compensation will be based on a combination of:</b></div>
<ul><li>Relevant work experience</li></ul>
<ul><li>Education</li></ul>
<ul><li>Project size</li></ul>
<ul><li>Project location</li></ul>
<ul><li>Required working hours</li></ul>
<ul><li>Candidate subject matter expertise and/or specialty</li></ul>
<ul><li>Ability to be approved by agencies/owners as required</li></ul>
<ul><li>*Final salary determination is negotiable*</li></ul>
<p>
Iovino Enterprises is the parent company to four New York City based construction companies that share a common commitment to excellence, innovation, and exceptional results. Unlock your potential and seize the opportunity to be at the forefront of a construction empire. As a product of 35 years in the construction business, we have harnessed expertise in cutting-edge technology, human capital management, finance, and legal/compliance, all while fostering an environment where each company retains its distinct personality and style. This &quot;family of companies&quot; culture is rooted in a common vision and set of values: respect, development for all employees regardless of position, and a commitment to give back to our communities.
</p><p>The Talent Development Manager will lead the execution of Iovino Enterprises' Learning &amp; Development (L&amp;D) strategy while playing a critical role in shaping and fostering a culture of continuous learning. This position is a key partner to the business, collaborating with leaders and subject matter experts to analyze organizational needs, design, and deliver impactful learning programs, and manage the coordination of various learning initiatives across the enterprise. In addition, the Talent Development Manager will lead the development and execution of the recruitment strategy, in partnership with the Human Resources Recruiter and Coordinator, ensuring a best-in-class approach to attracting, evaluating, and hiring top talent. By developing strong relationships across the organization, this individual will translate business priorities into effective talent acquisition and development plans, ensuring the right talent is hired and equipped for success. The role offers opportunities for professional growth and cross-functional collaboration within Human Resources, contributing to both recruitment and employee development efforts.</p>
<div>
<div><div><div><p><b>II. EDUCATION/CERTIFICATIONS
</b></p></div></div><br>
</div></div><ul><li>Bachelor's degree in human resources, Psychology or other related field (or equivalent experience).</li>
<li>Master's degree a plus</li>
</ul>
<div><div><div><div><p><b>III. KEY RESPONSIBILITIES
</b></p></div></div><br>
</div></div><ul><li><b>Learning and Development</b>
<ul> <li>Design, develop and deliver L&amp;D solutions, partnering with internal subject matter experts (SMEs) and external consultants/partners when appropriate. Analyze and evaluate learning and development programs/resources through post training feedback and other metrics for continuous improvement and to determine recommendations and/or solutions to further the impact. Review and continually evolve existing development programs to align with our fast pace and rate of growth.</li>
<li>Collaborate with leaders to identify and define training needs, establish objectives to meet the business needs, determine appropriate learning and development solutions that align with business strategy and specific learning objectives. Work with technical experts to develop content and coordinate the program, content, and format.</li>
<li>Coordinate and perform administrative functions necessary to schedule, execute, deliver, and document L&amp;D programs. Fully prepare for logistical requirements of classroom sessions; order/print materials, schedule rooms, set up room, test technology, etc.</li>
<li>Oversee the learning management system (LMS) and ongoing administration; track and provide regular reporting on learning effectiveness and impact on business goals and objectives. Strategically maximize LMS capabilities, and continuously refresh development content to drive usage and value.</li>
<li>Oversee all performance management, while partnering with the Human Resources Director Goal setting: help foster employees in creating detailed measurable goals each year. At year end, discuss with executives and managers the success of each employee. IDP: help managers with creating Individual Development Plans for employees that are transitioning to a new position. Talent Assessment: work with executives and managers to assess the talent pool and notice any trends that may be of concern and succession plan.</li>
<li>Support all employees in their goal towards obtaining certifications/licenses. Keep up to date with CEU and promote them within the organization. Create step by step guides on how to obtain certain certifications. Reimburse employees for fees on exams. Buy any approved resources to help employees prepare for exams.</li>
</ul></li><li><b>Recruitment
</b><ul><li>Provide expert guidance, facilitation, and collaboration for all senior leaders / hiring managers to recruit, identify, select, onboard, and retain highly skilled best in class candidates.</li>
<li>Provide leadership and oversight to HR Recruiter and Coordinator by setting performance goals, monitoring hiring progress, and ensuring efficient execution of the full recruitment lifecycle from sourcing to onboarding.</li>
<li>Oversee the full-cycle recruitment process and the administrative functions involved.</li>
<li>Partner with hiring managers and senior leaders in a proactive way that manages hiring expectations, while ensuringhigh-quality candidates remain engaged throughout the entire selection process.</li>
<li>Implement interviewing best practices, make candidate offer recommendations and facilitate the creation of job offers / respective negotiations.</li>
<li>Ensure recruitment reporting objectives are met by analyzing workforce and hiring data and transforming insights into meaningful business intelligence that informs leadership decisions.</li>
<li>Develop and maintain reporting frameworks</li>
<li>Ensure compliance with employment laws and company hiring policies.</li>
<li>Oversee campus outreach (career fair registration / employment branding) and the annual intern program.</li>
<li>.Design, implement, and maintain the appropriate processes, tools, systems, and training necessary to scale and support the recruiting function.</li>
<li>Improve candidate experience and employer branding in partnership with the marketing team.</li>
<li>Design, implement, and measure sourcing strategies that support the execution of the employment brand and drive high volume, targeted, and diverse candidate pipelines.</li>
<li>Partner with senior leadership to develop and execute workforce planning initiatives, including headcount forecasting and succession planning.</li>
<li>Ensure the integrity of the Talent Acquisition applicant tracking system (Greenhouse)</li>
<li>Other duties assigned.</li>
</ul>
</li></ul><div><div><div><div><p><b>IV. QUALIFICATIONS OF THE POSITION
</b></p></div></div><br>
</div></div><ul><li>Demonstrate strong executive presence with the ability to build positive relationships and influence leaders at all levels across the enterprise.</li>
<li>Minimum of 7 years of training and development and recruitment experience, with at least 3+ years in a leadership or management role.</li>
<li>Strong knowledge of recruitment tools and Applicant Tracking Systems (ATS).</li>
<li>Strategic thinker with hands-on style to deliver practical and effective solutions.</li>
<li>Well organized and comfortable with prioritizing and managing multiple priorities and tasks.</li>
<li>Driven mindset with a strong sense of urgency, can-do attitude with a focus on continuous improvement.</li>
<li>Strong team player with an interest in other areas of human capital management.</li>
<li>Demonstrated ability to be detail-oriented while focusing on the big picture.</li>
<li>Strong identification with the Company's mission and values and our commitment to the people we serve and the services we provide.</li>
</ul>
<p>#ZR</p></div>

Talent Development Manager

Kendo Brands, Inc

<p></p><div><p><b>ABOUT KENDO</b></p>
<p>
</p><p>Kendo Holdings, Inc. is a San Francisco-based beauty brand developer and wholesaler owned by LVMH Mo&euml;t Hennessy - Louis Vuitton, the world's largest luxury group. A play on the words &ldquo;can do&rdquo;, Kendo has become the hub of creativity and next generation beauty product development for global Sephora channels and selective retailers outside of Sephora.</p>
<p>
Through original development, collaborations and acquisitions the Kendo stable of brands will always be creative, inspiring and innovative. A dynamic engine of speed, expertise and market-savvy, the Kendo team continues to redefine the beauty industry through great product, great storytelling, great retail and direct-to-consumer partnerships. This shows up in everything we do and in what we stand for:</p>
<ul>
<li>&ldquo;Can Do&rdquo; Spirit: We work together to make our wildest dreams a reality: As entrepreneurs, we embrace optimism and find creative ways to reach our goals</li>
<li>Advocacy, Diversity, and Inclusion: We recognize and celebrate the full spectrum of personal identities. We create safe spaces so everyone's voice is heard. We listen with humility and act with courage.</li>
<li>Storytelling: We tell authentic stories like no, one else. It's our key to inspire trust and build relationships, rallying, our people, partners, and consumers around our brands.</li>
<li>Resilience: We embrace challenges as opportunities. Change is ever- constant, and agility is our strength.</li>
<li>Product Excellence: We put the consumers first: We constantly raise the bar to create products of the highest quality that everyone just has to have.</li>
</ul>
<p></p><p>The salary range for this position is $33.50 - $37.25 per hour. Offered salary is dependent upon experience and San Francisco location. This is a hybrid role based in our downtown San Francisco office &ndash; Tues through Thursday in-office, with Monday and Friday remote.</p>
<p>
Kendo Total Rewards offerings also include an annual bonus and a comprehensive benefits package including: medical, dental and vision insurance, flex paid time off program, parental leave, employee discount/perks, a retirement plan with employer contributions, Summer Fridays, opportunity to work from anywhere for two weeks during the calendar year and December wellness/shutdown week for applicable positions.</p>
<p>
</p><p>The Kendo house of brands currently includes: Fenty Beauty, Fenty Skin, Fenty Eau de Parfum, Fenty Hair, Ole Henriksen, Lip Lab.</p>
<p>
</p><p><b>SUMMARY</b></p>
<p>
This person will be responsible for the planning, implementation and coordination of Talent Development and general People + Culture activities. You will help enable Kendoites to optimize their performance, grow their careers, and engage in our inclusive work environment. As our Talent Development Coordinator, you will report to the Director of Learning + Talent Management.</p>
<p>
</p><p><b>RESPONSIBILITIES</b></p>
<p>
Learning &amp; Talent Development
</p><p>Program Planning and Coordination</p>
<ul>
<li>Develop and execute the logistical plans for learning events, programs and activations</li>
<li>Schedule new hire onboarding, and employee experience moments</li>
<li>Strong program management and organizational skills to successfully coordinate complex programs</li>
<li>Track engagement and learning outcomes. Provide YOY comparison data to support learning ROI</li>
</ul>
<p></p><p>Source Training and Event Vendors</p>
<ul>
<li>Research vendors- program budget and reconcile all vendor payments, invoices and receipts for program related expenses
</li><li>Comfortable sharing thoughts and new ideas to spark innovation and creativity
</li><li>Serve as a collaborative partner for Talent Development team, and supportive cross functional partner to other People + Culture teams</li>
</ul>
<p></p><p>Learning Platform Support</p>
<ul>
<li>Ensure learning participants have a smooth experience with training platforms. Oversee and optimize the employee user experience using third party learning platforms (LinkedIn Learning, LRN, 360 Learning, Future-Use Platforms, ect.)</li>
</ul>
<p></p><p>People + Culture/HR Support</p>
<p>
Employee Data Entry Support</p>
<ul>
<li>Support data entry efforts of employee record information across platforms to capture new hire, job change, and termination information. Requires strong attention to detail and accurate input of data. Timely follow through of task assignment.</li>
<li>Maintain employee records with diligence and high maturity regarding confidential information</li>
<li>Onboarding and offboarding processing duties
</li></ul><p></p><p>Develop and Maintain Employee Resource Material
</p><ul><li>Become a SME across employee platforms (Intranet and companywide Microsoft Teams channels). Maintain and update employee programs and benefits information across platforms for east access by employees</li>
</ul>
<p></p><p>Plan and Administer Company-Wide Communications</p>
<ul>
<li>Design, plan and disseminate companywide communications across platforms (Outlook, Microsoft Teams, ect.)</li>
<li>Assist with companywide webinars &ndash; manage Zoom webinars, chats, recordings, and attendance reporting</li>
</ul>
<p></p><p><b>REQUIREMENTS</b></p>
<ul>
<li>Experience working within a fast paced, employee-oriented team environment</li>
<li>High attention to detail and self-motivated to deliver high-quality work</li>
<li>Strong program management experience to support coordination and logistics efforts
</li><li>Strong written and communication skills; special emphasis on creation of People + Culture program marketing materials
</li><li>Critical Thinking skills to anticipate needs and proactively work to find solutions</li>
<li>Strong Microsoft 365 proficiency and comfortable with learning new technologies</li>
<li>Possess experience with event planning or exposed to experiential events (ie coordinating food, AV, ect.)</li>
<li>Proficient in a Hybrid working environment (in-person and remote)</li></ul></div><p></p>

Coordinator, Talent Development

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