talent development specialist

Bulgari

<div></div><div><div><div>Position
HR Development Specialist 


who will contribute in accelerating company growth as steward of culture, talent and change. 


Reporting to the Development &amp; Recruiting Manager, he/she will collaborate with business leaders and HR colleagues to focus recruiting needs and create strategic solutions that foster development of talent across the Company.

He/She will enhance individual and organizational performance by offering innovative people development programs.
Job responsibilities
Main Accountabilities:
<ul><li>Support the organization in designing and implementing leadership/talent development programs</li></ul>
<ul><li>Manage the Performance Appraisal process and Performance Improvement Plans</li></ul>
<ul><li>Participate in assessment/development centers</li></ul>
<ul><li>Perform Career Interviews</li></ul>
<ul><li>Ensure data coverage and data quality of the talent management system</li></ul>
<ul><li>Develop audits to identify training needs, designing and running the learning offer</li></ul>
<ul><li>Schedule, organize, monitor training events and sessions</li></ul>
<ul><li>Internal survey design, implementation &amp; analysis</li></ul>
<ul><li>Manage the relationship with internal clients</li></ul>
<ul><li>Participate in and support Company and Group Employer Branding initiatives</li></ul>
Profile
Qualifications / Professional Capabilities:
<ul><li>At least 7 years experience in a HR role, preferably in recruiting/talent development/learning/ Business Partner activities</li></ul>
<ul><li>Master&rsquo;s degree</li></ul>
<ul><li>Analytical and Project Management skills</li></ul>
<ul><li>Microsoft Office</li></ul>
<ul><li>Fluency in Italian and English</li></ul> 


Personal Competencies:
<ul><li>Flexibility, proactivity &amp; change agility</li></ul>
<ul><li>Quality and improvement orientation</li></ul>
<ul><li>Attention to details</li></ul>
<ul><li>Strong Teamwork</li></ul>
</div><div><div><div>JOB NUMBER
</div><div><h3 class="jobSectionHeader">BULG09897
</h3></div><div>COUNTRY / REGION
</div><div><h3 class="jobSectionHeader">Italy
</h3></div><div>CITY
</div><div><h3 class="jobSectionHeader">Valenza (Alessandria)
</h3></div><div>CONTRACT TYPE
</div><div><h3 class="jobSectionHeader">Permanent</h3></div></div></div></div></div><div></div>

HR TALENT&DEVELOPMENT SPECIALIST

Ten Lifestyle Group

<div><h3 class="jobSectionHeader">Your Talent Can Shape the Future of Travel Training!</h3>
At Ten our goal is simple, to become the most trusted service business in the world.
We are already the global market leader for lifestyle management and concierge services, providing services from a strong global office network with over one thousand employees. 
We deliver our service through a combination of Ten&rsquo;s proprietary, unique technology-enabled platform and the expertise of our highly trained lifestyle managers. Ten is growing quickly and has ambitious plans to innovate and to keep inspiring and to continue to improve the lives of millions of members. Will you help take us there? 
This role will include inducting new employees, coaching of existing employees, running refreshing training sessions on best practise processes within not only travel but also general customer service. It also includes doing quality reviews and spot checks if trained processes are implemented correctly, including respective reporting and coaching of employees on necessary measures to be taken based on the findings. Continuous improvement of processes and systems as well as support of testing and implementation of new systems or system updates will also be part of this role. Inductions, trainings and coaching session will mainly be delivered remotely but could also be done as classroom face-to-face sessions. 
ESSENTIAL DUTIES AND RESPONSIBILITIES:
 The information below is representative of the work performed in this position; however, it is not all-inclusive. Duties and responsibilities are subject to change based on business needs.
Training and Development Programs Inductions<ul><li>Deliver induction training: ensuring dynamic sessions, sensible spread of information &amp; timing of sessions as well as ample time for practical exercises
</li><li>Ensure all training material regularly updated and available before each session
</li><li>Deliver (1 &ndash; 2 days) on the job coaching post first two weeks of induction (or handover to team manager or other trainer where necessary)</li><li>Manage and ensure completion of any training to be delivered within the first 12 weeks</li><li>Provide feedback and handover notes to the line manager and buddy about new starters, including listening to calls, looking at requests and any watch outs</li></ul> 
Delivery of the ongoing and development training:<ul><li>Where appropriate, create training plans, implement sessions and mentor for the lifestyle manager development programmes</li><li>Deliver training modules as and when required, including refresher training
</li><li>Update training modules and manual as new processes are implemented within the company</li><li>Work with line managers to identify training needs for individuals and teams</li><li>Work closely with key stakeholders specific travel travel [I.e. Member Satisfaction, Account Managers and Product] regarding training needs in terms of feedback (including NPS)</li></ul> 
Coaching<ul><li>Support team managers to coach LMs (objectives to be agreed for individuals with team manager ) on the floor
</li><li>Continuous coaching of all employees in terms of overall Member Satisfaction and agreed measures to be implemented based on feedback</li><li>Keep up to date records of coaching, including successes and challenges and communicate to line manager monthly</li></ul> 
Improvement of Travel processes/systems and other travel related project work<ul><li>Closely work with the other travel trainers within Ten and do align training needs and schedules with Ten globally
</li><li>Closely work with Travel TMs and Head of Travel as well as the Operations Director AEMEA to analyse working processes, identify measure to further improvement of efficiencies, training of new processes and monitor/reporting of improvements
</li><li>Be involved in sign-off and assist in the implementation of new releases</li><li>Support the Development Team in testings, process changes etc.</li></ul> 
Stakeholder Collaboration, Communication and employee engagement<ul><li>Collaborate with HR, department managers, and other stakeholders to align talent development efforts with the overall strategic objectives of Ten.</li><li>Support with induction training and onboarding through facilitation of sessions.</li><li>Promote a culture of employee engagement by fostering a supportive and motivating work environment.
</li><li>Communicate regularly with employees to promote awareness of available development opportunities and to gather feedback on programs and initiatives.</li></ul> 
BEHAVIORAL EXPECTATIONS:
 As a Talent Development Specialist, you will be expected to role model the behaviors associated with our Ten Standards and core business values: Member Focused, Trustworthy, and Pioneering. 
We encourage diverse philosophies, cultures and experiences.
We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline or terminate, will be based on merit, competence, performance and business needs.
Specific behavioral traits we want to see:<ul><li>Advocate for personal &amp; professional development, and can provide evidence of their growth mindset</li><li>Ability to influence team performance and culture</li><li>Demonstrates a willingness to learn TD specific tools and methods</li></ul> 
EDUCATION/EXPERIENCE:<ul><li>Minimum High School Diploma
</li><li>Practical Experience and Projects: hands-on projects and real-world scenarios that allow you to apply your knowledge and skills in talent development.
</li><li>Knowledge and experience in key L&amp;D practices is preferred.</li><li>Be a SME in GDS and demonstrate exceptional knowledge of any Travel System, with several years of experience in training and development of travel system within the travel or tourism industry</li><li>At least 3 years experience working on Amadeus GDS system.</li></ul> 
ROLE SPECIFIC COMPETENCIES:<ul><li>Invests in their own professional development by attending relevant workshops, conferences, and training courses to stay current in the field.</li><li>Demonstrates competent usage of all training systems and programs used at Ten (Ten Learning Online, Rise, Piktochart, Powerpoint, Teams)</li><li>Demonstrates an understanding of training design including needs analysis, clear learning objectives, and measuring effectiveness of training.
</li><li>Demonstrates the importance of the induction experience, resulting in an overall new starter NPS score of +75</li><li>Demonstrates an understanding of Ten&rsquo;s program launch process and their roles/responsibilities</li><li>Role models in confidently delivering training via classroom or remotely with the ability of creating and controlling an engaging learning environment.
</li><li>Role models Ten&rsquo;s values in all design, delivery and communications</li><li>Competently communicates program changes/training updates to key stakeholders</li><li>Role models effective time management skills, is accountable for managing deadlines for all projects. Communicates ahead of time on the rare occasion when deadlines need to be extended and doesn&rsquo;t need to be chased for updates.
</li><li>Role models the importance of investing in relationships across departments/regions. Uses these relationships to enhance development or knowledge, offer support and suggestions where appropriate.</li></ul> 
WORK ENVIRONMENT / CONTRACT TYPE:
In-Office or Hybrid
Requirements
Experience :<ul><li>
Min 3 years experience in Training and Talent Development capacity</li></ul><ul>
<li>Experience in the facilitation of training sessions either face-to-face and/or virtually.</li>
<li>Min 3 years within a Travel and/or Aviation industry having worked with a GDS.</li>
</ul>
Knowledge:<ul>
<li>
Talent Development Principles: Understand the fundamental concepts, theories, and best practices related to talent development, adult learning, and organizational development. Knowledge and expertise in Talent Development Initiatives within Europe.
</li><li>Training and Development Methods: Be well-versed in various training and development methods, such as e-learning, classroom training, mentoring, coaching, and on-the-job training.</li>
<li>Assessment and Evaluation: Know how to design and implement assessments to identify skill gaps and evaluate the effectiveness of training programs.</li>
<li>Performance Management: Understand performance management systems, including goal setting, performance appraisal, and feedback mechanisms.</li>
<li>Legal and Compliance: Stay informed about relevant labor laws, regulations, and compliance requirements related to talent development and HR practices.</li>
<li>Travel &amp; Leisure Industry: A strong foundation in the travel and leisure industry is beneficial. This includes understanding various travel destinations, accommodations, transportation options, and leisure activities.</li>
<li>Global Distribution System: strong foundation and proficiency in using a GDS, preferably Amadeus.
</li></ul>Knowledge, Skills &amp; Abilities: 
<ul>
<li>
Possess strong verbal and written communication skills in professional English to effectively convey training objectives, facilitate discussions, and write training materials. Additional languages either German or French beneficial.
</li><li>Be skilled in facilitating group discussions, workshops, and training sessions to engage learners and promote active participation. In particular have experience in remote facilitation.</li>
<li>Ability to design, develop, and update training materials and programs, considering adult learning principles and various learning styles.</li>
<li>Analytical skills to gather and interpret data related to training effectiveness and make data-driven decisions for program improvement.</li>
<li>Manage multiple training projects simultaneously, including planning, scheduling, budgeting, and resource allocation.</li>
<li>Familiarity with learning management systems (LMS), e-learning authoring tools, and other technology platforms used for training and development.</li>
<li>Skill in handling conflicts and challenges that may arise during training or mentoring sessions.</li>
<li>Ability to provide constructive feedback and mentor individuals to help them develop their skills and careers.</li>
<li>Proficiency in Microsoft Office skills is essential and significantly enhances your productivity and effectiveness in the workplace. (Excel, Word, PowerPoint, Outlook, Access, OneNote)</li></ul> 
 
Behavioral Expectations:
As a Talent Development Specialist, you will be expected to role model the behaviors associated with our values: Member Focused, Trustworthy, and Pioneering.
We encourage diverse philosophies, cultures and experiences.
We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline or terminate, will be based on merit, competence, performance and business needs.
Specific behavioral traits we want to see:<ul><li>
Advocate for personal &amp; professional development, and can provide evidence of their growth mindset</li><li>
Ability to influence team performance and culture</li><li>
Demonstrates a willingness to learn TD specific tools and methods Improvement of Travel processes/systems and other travel related project work</li></ul>
Benefits
Our people are at the heart of the business and we have a culture of recognition and reward - both through regular appraisals but also annual Extra Mile Awards where we celebrate those who have gone that extra mile in their role. We also encourage all our staff to incorporate their aspirations and interests into their career at Ten and we are there every step of the way in supporting development.
Rewards designed around you:<ul>
<li>
A competitive salary package.
</li><li>Hybrid working. You can combine working from home and working from the office. If you don&rsquo;t live near our office, then we are open to fully remote working options too.</li>
<li>Paid time away from work. Our employees enjoy a competitive paid time off package, including a day each year to volunteer time for a good cause that is important to you.</li>
<li>Paid Sabbaticals. One (1) month paid Sabbatical after every 5 years of Service, without tapping into annual leave</li>
<li>Extra Rewards. Lucrative Ten Loyalty Rewards program.</li>
<li>Remote Working Holidays - possibilities to Travel and Work!</li>
<li>Employee Discounts. Access to lots of great travel and entertainment discounts as our clients&rsquo; members would!</li>
<li>Be part of our global, dynamic, and inclusive Team, with diversity at its core.</li>
<li>Genuine career opportunities within a dynamic and international company.</li>
<li>Safe &amp; secure offices located in Kingdom of Saudi Arabia / United Kingdom.
</li></ul>Who We Are 
Ten Life Group is a global luxury concierge service and our travel department is offering a unique opportunity to join a vibrant team. Our clients and colleagues are the cornerstones of what we do, and we serve High-Networth (HNW) and UHNW clients with their requests for leisure travel. At Ten our goal is simple, to become the most trusted service business in the world.
We deliver our service through a combination of Ten&rsquo;s proprietary, unique technology-enabled platform and the expertise of our highly trained lifestyle managers. Ten is growing quickly and has ambitious plans to keep innovating, inspiring and continuing to improve the lives of millions of members. As a Certified B Corp, Ten Lifestyle Group joins a global community of businesses united by a shared goal of making a positive impact on society and the environment. 
To find out more about Ten, please watch this short video This is what we Do!
Commitment to Diversity 
We encourage diverse philosophies, cultures, and experiences. We appreciate diversity and are dedicated to creating an inclusive work environment for our employees. This idea unites the teams at TEN. All aspects of our relationship, including the decision to hire, promote, discipline, or terminate, will be based on merit, competence, performance and business needs.
&ldquo;Ten works with a small preferred supplier list of recruitment agencies only. Please note we are not accepting any further recruitment agencies at this time. Ten Group is not responsible for any fees related to unsolicited resumes.&rdquo;</div>

Talent Development Specialist | Travel

Colorado Public Employees' Retirement Association

<div>Summary of Job Responsibilities 
The Workforce and Talent Development Specialist is responsible for empowering employee growth by designing, developing, and implementing impactful learning programs that enhance skills, knowledge, and performance. Through tailored initiatives, this role supports the continuous professional development of the workforce and aligns learning strategies with organizational objectives.
Essential Duties and Responsibilities 
Employees are held accountable for all duties of the job. Individuals must be able to perform these duties with or without reasonable accommodations.<ul><li>
Collaborates with the Human Resources Director to translate organizational goals and strategic priorities into learning requirements, development experiences, and curriculum design.</li><li>
Participates in the new-hire onboarding experience including but not limited to Blueprint and CORE to strengthen culture assimilation, increase early engagement, and accelerate knowledge transfer.</li><li>
Continuously evaluates the effectiveness of new-hire programs and adapts content, delivery, or timing based on feedback, business needs, and outcomes.</li><li>
Administers the Performance Development and Learning Management System (Achieve), serving as a system administrator and subject-matter expert to support processes such as goal setting, performance appraisals, training assignments, content creation, and reporting.</li><li>
Curates and tailors accessible learning content within the LMS, generating new materials and recommending high-quality external resources to meet evolving organizational needs.</li><li>
Leads the Pathways Retirement Education Program, overseeing program design, content updates, facilitation support, and continuous improvement.</li><li>
Designs and develops learning content and determines the optimal mix of instructor-led, hands-on, and multimedia learning approaches that align with talent needs and business requirements.</li><li>
Partners with the HR Director to build leadership capability by developing tools, resources, and learning experiences that support leader knowledge, growth, and performance.</li><li>
Provides CliftonStrengths coaching to individuals and teams to enhance self-awareness, leverage strengths, and improve collaboration and performance.</li><li>
Serves as an engagement champion by coordinating employee engagement survey administration and facilitating post-survey action planning and follow-up.</li><li>
Administers the Mentoring Program, including conducting information sessions, pairing participants, coordinating meetings, and supporting follow-through.</li><li>
Supports administration and facilitation of the leadership and related programs.</li><li>
Oversees the InFre continuing education program, ensuring accurate coordination, administration, and participant support.</li><li>
Participates in budgeting, monitoring expenditures, and tracking budget utilization.</li><li>
Contributes to succession planning and workforce planning efforts by supporting capability assessments, identifying skill gaps, assisting with readiness evaluations, and integrating learning solutions that strengthen the talent pipeline and future-focused workforce capabilities.</li><li>
Attends and actively participates in staff meetings and team events.</li><li>
Performs other duties as assigned.</li></ul>
Job Qualifications<ul><li>
Proficiency in MS Office Suite</li><li>
Demonstrated ability to work effectively with employees and leadership
</li><li>Demonstrated problem-solving skills, attention to detail and focus on quality</li><li>
Demonstrated ability to self-direct work including the ability to set priorities, organize work, meet deadlines and communicate issues in a timely manner</li><li>
Ability to balance efficiency with quality</li><li>
Demonstrated ability to learn and effectively utilize new software and technologies quickly</li><li>
Experience and demonstrated ability to participate in a team environment to complete project work</li><li>
Ability to maintain consistent performance and follow-through even when balancing multiple priorities and shifting demands</li></ul>
See leveling guide
Working Conditions 
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.<ul><li>
Standard office environment with frequent telephone communication, computer operation, and other office productivity machinery, such as a copy and printer machine.
</li><li>Occasional moving and positioning supplies in excess of 20 pounds</li><li>
All employees are expected to present themselves in a professional manner in alignment with the financial services industry</li><li>
Ability to sit for prolonged periods of time</li><li>
Ability to operate standard PC equipment</li><li>
Ability to manage frequent deadlines and tight schedules</li></ul>
Hybrid Work Option<ul><li>
Opportunity to work from home up to two days per week. Eligibility dependent upon factors detailed in PERA's Work from Home Policy.</li></ul>
Workforce and Talent Development Specialist II and Workforce and Talent Development Senior Specialist requirements include those of the preceding level or levels.<div><div> 
Specialist I 
Specialist II 
Senior Specialist</div><div> 
Scope and complexity of work<div> 
Partners with HR Director in assessing learning and development needs through surveys, interviews, observations, and basic data gathering.
Documents current state of workforce talent, desired end state, and identified gaps in a clear and organized manner.
Creates, organizes, and delivers training using established materials and templates. This includes but is not limited to Blueprint, CORE, LEAD, Pacesetters and other ad hoc training sessions to all levels within the organization.
Contributes to the design of training solutions based on defined requirements.
Develops or updates training guides, manuals or other learning materials.
Maintains accurate training records and LMS data.
Administers the application process for LEAD Pacesetter and LEAD programs. Oversees the logistics of the program in collaboration with the HR Coordinator.
Participates in employee engagement efforts.
Demonstrates foundational facilitation, instruction, and classroom leadership skills. 
</div><div>Independently partners with managers and teams to assess learning needs; builds relationships that support major L&amp;D initiatives.
Translates complex business requirements into competency and capability-building talent needs.
Conducts thorough needs analyses, identifying current vs. future state capability gaps and recommending targeted interventions.
Designs and develops training programs in collaboration with subject matter experts, ensuring accuracy and business relevance.
Collaborates with stakeholders to enhance and modernize the onboarding experience.
Contributes to content creation and facilitation for LEAD and LEAD Pacesetter; leads portions of program delivery.
Actively identifies innovative approaches to strengthen engagement, learning accessibility, and employee experience.
Provides LMS (Achieve) administration support, troubleshooting, reporting, and content configuration with increasing independence.
Supports mentoring, engagement, and strengths-based programs with limited guidance.
Participates in workforce planning and succession planning activities by collecting data, mapping capability needs, and identifying skill gaps.</div><div> 
Leads the strategy for talent development, performance development processes, and capability-building programs, aligning efforts with organizational goals.
Collaborates with Executive Leadership and other stakeholders to ensure L&amp;D strategy supports business priorities, culture, succession planning, and workforce planning outcomes.
Creates multi-year learning roadmaps, including budget recommendations, resource planning, and phased implementation plans.
Anticipates and forecasts organizational capability needs and develops scalable programs to close future skill gaps.
Leads the design and evolution of new-hire onboarding experiences to ensure cultural alignment, workforce readiness, and organizational cohesion.
Conducts advanced program evaluations (onboarding, leadership development, engagement, strengths) and drives continuous improvement based on data.
Provides strategic insights to enhance employee engagement, knowledge transfer, organizational capability, and learning culture.
Facilitates LEAD and LEAD Pacesetter programs; may train others to facilitate.
Serves as a lead strategist for engagement, mentoring, and strengths-based development programs.
Serves as a key contributor to succession planning and strategic workforce planning by advising on capability readiness, learning pathways, skill mapping, and development strategies.
Acts as a strategic advisor to leaders, elevating L&amp;D maturity and organizational effectiveness.</div></div><div> 
Education<div> 
Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div></div> 
<div>Experience<div> 
At least 1-3 years experience training or supporting adult learners.
Basic understanding of competency models, facilitation, and learning design. 
</div><div>3 + years experience in learning and development or a closely related field.
Proven experience performing in-depth analyses and designing learning solutions in a variety of modalities. 
</div><div>4-6+ years experience of corporate learning/training experience with evidence of increasing responsibility.
Experience designing and implementing enterprise-level learning, onboarding, and leadership programs.</div></div><div> 
Skills<div> 
Strong written and verbal communication skills.
Ability to translate ideas into clear learning content.
Ability to research training options and evaluate alternatives.
Strong interpersonal skills and professionalism when interacting with diverse audiences.
Basic facilitation and presentation skills.</div><div> 
Strong analytical and problem-solving skills.
Demonstrated ability to design content with limited guidance using research and SME input.
Strong facilitation and presentation capabilities.
Applies adult learning theory and instructional design concepts.
Independently supports LMS (Achieve), SharePoint, Gallup tools, Captivate, and PERA systems as needed.
Proficient in PERA systems and processes and able to translate those into training resources (preferred).
Maintains awareness of system updates and ensures training materials are current.</div><div> 
Expert proficiency with organizational systems, tools, and platforms related to L&amp;D programs.
Ability to adapt communication style to various audiences, including executives.
Strong consultative and influencing skills.
Skilled facilitator capable of leading high-impact sessions and coaching others to facilitate.
Strategic thinking and the ability to integrate data, insights, and organizational goals into development strategies.
Experience with succession planning and workforce planning at the organizational level. 
</div></div> 
<div>Knowledge<div> 
Exposure to or growing proficiency in LMS (Cornerstone products preferred), SharePoint, and instructional design tools.
Working knowledge of Gallup's Q12 Model.
CliftonStrengths certified or willing to become certified within 6 months.
Basic awareness of PERA systems and processes.</div><div> 
Working knowledge of adult learning theory and instructional design frameworks.
Experience supporting engagement efforts, including State of the Team and Action Planning sessions.
Actively pursues additional training to strengthen capabilities in role.</div><div> 
Recognized subject-matter expert in L&amp;D programs, systems, and capability-building.
Broad understanding of PERA&rsquo;s operations and how L&amp;D supports organizational performance.
Pursues advanced training in L&amp;D, leadership development, workforce planning, change management, or related areas.</div></div><div> 
Leadership 
N/A<div> 
Mentors and trains new team members.
Serves as a role model for newer or less experienced staff.
Participates in cross-functional training sessions and supports new employee orientation</div><div> 
Provides leadership to project teams and division initiatives.
Acts as a coach, mentor, and change agent for the organization.
Influences stakeholders at all levels to support L&amp;D strategy and organizational priorities. 
</div></div> 
<div>Additional Requirements 
Complete understanding of how HR and L&amp;D interface with all other PERA departments; able to advise leaders on development implications of organizational changes.</div> 
</div>
Interested Candidates: 
Complete the employment application online at https://www.copera.org/careers. Please have copies of your resume and cover letter available to upload. Please review the following questions. You will be asked for a response to these as part of your application:<ul><li>
Describe a time in your work history when priorities continued to shift. What did you do? What impact did your actions have on the outcome or results?</li><li>
Describe a recent experience in which you have collaborated closely with teammates. How did you contribute to the team&rsquo;s effectiveness? What did you learn about yourself when working with others?</li><li>
Consider a time when a work situation did not go as planned. What happened? How did you respond? How did the experience influence your approach moving forward?</li></ul>
Job Description Disclaimer
This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of an employee. Duties, responsibilities, and activities may change or be assigned with or without notice.
Unfortunately, at this time, PERA cannot consider candidates that require sponsorship (now or in the future), or are located outside of the US.
All Colorado PERA employees are subject to PERA&rsquo;s Ethics Policy and some employees are subject to the Personal Trading Policy. These policies include restrictions on outside business activities and employment and have certain requirements on personal trading. You may request copies of these policies from PERA&rsquo;s talent acquisition team and any questions can be answered by PERA&rsquo;s Investment Administration team.
About Colorado PERA
Looking for a career where you can make a difference? Colorado PERA offers benefit services to public employees across Colorado, including teachers, state troopers, snowplow drivers, correctional officers and many others who provide valuable services. As Colorado&rsquo;s largest pension plan, we serve and educate over 700,000 members who are former and current public employees.
At PERA you will earn more than a paycheck. PERA is a culture where you can grow your potential and work in an inclusive environment, where diverse perspectives are valued. We hire exceptional employees and recognize that our people are our best asset. Not only do we make sound investments for our members, PERA invests in our employees&rsquo; growth through training and leadership opportunities.
To promote wellbeing, we offer hybrid or flexible working options for most roles and a total rewards and benefit program including health, dental and vision coverage - eligibility starts the first day of the month following the date of hire for most plans; generous paid time off and volunteer hours; pension and retirement plans, including PERA&rsquo;s defined benefit plan, 457 defined contribution plan, and 401(k) employer match, as applicable; tuition assistance; free, convenient on-site parking or RTD subsidy; free on-site fitness center to stay active; employee assistance program; training, leadership and mentoring programs and more. PERA is a Public Service Loan Forgiveness qualifying employer.
To learn more about life at PERA, watch this video or visit www.copera.org/careers.
Position Title: Workforce Talent Development Specialist I or Il 
Division: Human Resources 
Reports to: Director of Human Resources 
Job Status: Full-time, Exempt 
Salary: $65,000.00 to $85,000.00 Annual, Commensurate with experience 
Posting Dates: 12/30/2025 to 01/18/2026</div>

Workforce and Talent Development Specialist I or II

Rippling

<div>
 
 About Rippling
 
 
 
 Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. For the first time ever, you can manage and automate every part of the employee lifecycle in a single system.
 
 
 Take onboarding, for example. With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365&mdash;all within 90 seconds.
 
 
 Based in San Francisco, CA, Rippling has raised $1.2B from the world&rsquo;s top investors&mdash;including Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, and Bedrock&mdash;and was named one of America's best startup employers by Forbes.
 
 
 We prioritize candidate safety. Please be aware that official communication will only be sent from @Rippling.com addresses.
 
 
 
 About The Role
 
 
 
 Rippling&rsquo;s Product Specialist team is responsible for ensuring customers see incredible business transformations through the usage of our Talent Product suite, including Compensation Bands, Recruiting, Review Cycles, Headcount Planning and more. Product Specialist engagements are consultative and customized based on the customers&rsquo; unique needs, offering creative solutions for complex problems across their HR and IT departments. The ideal candidate is a customer advocate, product advocate, and natural problem solver. As one of the members of this team, you&rsquo;ll be able to not only impact customers but contribute to the foundation for Rippling&rsquo;s Product Specialist organization long term.
 
 
 
 What You Will Do
 
 
 
 <ul>
 <li>
 Set our customers up for wild success with Rippling&rsquo;s Talent products and features while creating raving fans.
 </li>
 <li>
 </li>
 <ul>
 <li>
 Dive deep into customer Talent product needs and prescribe custom solutions. (Talent Products include but are not limited to Recruiting, Compensation Mgmt, Performance mgmt and Headcount Planning)
 </li>
 <li>
 Understand the customer needs from a platform perspective in topics like Formulas, workflows, approval processes and security model which pertain to their talent product subscriptions.
 </li>
 </ul>
 <li>
 Work cross-functionally with sales, customer success, solutions consulting and customer support to maximize product adoption.
 </li>
 <li>
 </li>
 <ul>
 <li>
 Design and document new use cases for our Talent product suite.
 </li>
 <li>
 Train our internal resources and customers.
 </li>
 <li>
 Contribute to our knowledge base and serve as a subject matter expert on Talent products and features.
 </li>
 <li>
 Actively contribute to the development of Talent Products through collaboration with product and engineering.
 </li>
 <li>
 Assist with user testing and beta programs for new features.
 </li>
 </ul>
 <li>
 Instrument and scale our Product Specialist team
 </li>
 <li>
 </li>
 <ul>
 <li>
 Measure the effectiveness and quality of our Product Specialist engagements, while continuously suggesting improvements.
 </li>
 <li>
 Implement processes to optimize internal process inefficiencies.
 
 </li>
 </ul>
 </ul>
 
 What You Will Need
 
 
 
 <ul>
 <li>
 3+ years of SaaS experience in Product Specialist, implementation, or customer success
 </li>
 <li>
 Ruthless prioritization and time management
 </li>
 <li>
 Boundless energy to help other teams and your customers...all with a &ldquo;can-do&rdquo; attitude!
 </li>
 <li>
 Strong attention to detail and ability to solve complex, interdependent problems
 </li>
 <li>
 Flexible to scaling and changing organizations and responsibilities
 </li>
 <li>
 Experience working with product and engineering teams to build and launch new products or features
 </li>
 <li>
 Preferred, but not required:
 </li>
 <li>
 </li>
 <ul>
 <li>
 Experience writing your own SQL queries
 </li>
 <li>
 Prior experience working in HR or Talent Products/platforms
 
 </li>
 </ul>
 </ul>
 
 Additional Information
 
 
 
 Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, veteran or military status, or any other legally protected characteristics, Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation, please email accomodations@rippling.com
 
 
 Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a 40 mile radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.
 
 
 This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
 
 
 A variety of factors are considered when determining someone&rsquo;s compensation&ndash;including a candidate&rsquo;s professional background, experience, and location. Final offer amounts may vary from the amounts listed below.
 
 
 
 The pay range for this role is:
 
 
 
 53,550 - 84,787 USD per year(US Tier 3)
 
 
 56,700 - 89,775 USD per year(US Tier 2)
 
 
</div>

Implementation Specialist, Talent

Innovative Solutions

<div><h3 class="jobSectionHeader">Company Description</h3>
Innovative Solutions (IS) is a leading Cybersecurity company established in 2003, with its headquarters in Riyadh and additional offices in Al Khobar, Jeddah, Dubai, and Abu Dhabi. We specialize in delivering Comprehensive Cybersecurity Solutions and Services encompassing Advisory Services, Technical Assurance, Solution Deployment, Professional Services, and Managed Security Services.
Our mission is &quot;Delivering secure and intelligent digital services that empower organizations&quot;<h3 class="jobSectionHeader">
Role Description</h3>
As a Talent Management Specialist at Innovative Solutions, your primary responsibility will be to enhance our talent management strategies to attract, develop, and retain high-performing employees. You will work closely with the Human Capital team to implement innovative recruitment methods, development programs, and performance evaluation processes that align with our organizational goals.<h3 class="jobSectionHeader">
Responsibilities</h3><ul>
<li>Develop and execute effective talent acquisition strategies to meet organizational needs.</li>
<li>Conduct screening, interviewing, and selection processes to identify top talent.</li>
<li>Design and coordinate training and development initiatives that support employee growth.</li>
<li>Implement and manage performance evaluation processes, including feedback and goal-setting activities.</li>
<li>Analyze talent management data to inform decision-making and improve processes.</li>
<li>Support employee engagement initiatives to create a positive workplace environment.</li>
<li>Maintain HR systems and manage employee records accurately.</li>
</ul>
Requirements<ul>
<li>
Bachelor's degree in Human Resources, Business Administration, or a relevant field.</li>
<li>1-2 years of experience in talent management or recruitment.</li>
<li>Understanding of modern recruitment techniques and best practices.</li>
<li>Familiarity with performance management and employee development processes.</li>
<li>Excellent verbal and written communication skills.</li>
<li>Ability to work collaboratively within a team and cross-functional environment.</li>
<li>Strong organizational skills and attention to detail.</li>
<li>Proficiency in Microsoft Office Suite and familiarity with ATS and HRIS.</li>
<li>Proactive and solution-oriented mindset.</li></ul></div>

Talent Management Specialist

Innovative Solutions SA

<div>
 
 Company Description
 
 
 
 Innovative Solutions (IS) is a leading Cybersecurity company established in 2003, with its headquarters in Riyadh and additional offices in Al Khobar, Jeddah, Dubai, and Abu Dhabi. We specialize in delivering Comprehensive Cybersecurity Solutions and Services encompassing Advisory Services, Technical Assurance, Solution Deployment, Professional Services, and Managed Security Services.
 
 
 Our mission is "Delivering secure and intelligent digital services that empower organizations"
 
 
 
 Role Description
 
 
 
 As a Talent Management Specialist at Innovative Solutions, your primary responsibility will be to enhance our talent management strategies to attract, develop, and retain high-performing employees. You will work closely with the Human Capital team to implement innovative recruitment methods, development programs, and performance evaluation processes that align with our organizational goals.
 
 
 
 Responsibilities
 
 
 
 <ul>
 <li>
 Develop and execute effective talent acquisition strategies to meet organizational needs
 </li>
 <li>
 Conduct screening, interviewing, and selection processes to identify top talent
 </li>
 <li>
 Design and coordinate training and development initiatives that support employee growth
 </li>
 <li>
 Implement and manage performance evaluation processes, including feedback and goal-setting activities
 </li>
 <li>
 Analyze talent management data to inform decision-making and improve processes
 </li>
 <li>
 Support employee engagement initiatives to create a positive workplace environment
 </li>
 <li>
 Maintain HR systems and manage employee records accurately
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or a relevant field
 </li>
 <li>
 1-2 years of experience in talent management or recruitment
 </li>
 <li>
 Understanding of modern recruitment techniques and best practices
 </li>
 <li>
 Familiarity with performance management and employee development processes
 </li>
 <li>
 Excellent verbal and written communication skills
 </li>
 <li>
 Ability to work collaboratively within a team and cross-functional environment
 </li>
 <li>
 Strong organizational skills and attention to detail
 </li>
 <li>
 Proficiency in Microsoft Office Suite and familiarity with ATS and HRIS
 </li>
 <li>
 Proactive and solution-oriented mindset
 </li>
 </ul>
</div>

zallaqa

The Talent Specialist will support end-to-end talent acquisition, talent management, and development processes. The role focuses on recruitment execution, onboarding coordination, and supporting performance management and talent initiatives across the organisation.Key Responsibilities<ul><li>Implement recruitment strategies based on manpower and business requirements</li><li>Manage end-to-end recruitment including sourcing, screening, interviewing, assessment, and selection</li><li>Coordinate with hiring managers to align hiring needs</li><li>Maintain relationships with recruitment agencies, universities, and external partners</li><li>Coordinate onboarding activities including employment documentation, orientation scheduling, and stakeholder coordination</li><li>Act as the main point of contact for new hires during onboarding</li><li>Track onboarding progress and support employee integration</li><li>Prepare recruitment and HR reports, including KPIs and metrics</li><li>Ensure recruitment activities comply with UAE labour laws and company policies</li><li>Represent the organisation at recruitment events and career fairs</li><li>Support talent management cycles (goal setting, reviews, calibration, talent reviews)</li><li>Coordinate IDPs, training needs, and learning initiatives</li><li>Support L&amp;D programs, workshops, and training calendars</li><li>Assist with HR communications and system-related updates</li><li>Perform additional HR tasks as required</li></ul>QualificationsEssential<ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field</li><li>HR-related post-graduate certification</li></ul>Preferred<ul><li>Master&rsquo;s degree</li></ul>Experience &amp; Skills<ul><li>5&ndash;10 years of HR experience, preferably in Talent Acquisition</li><li>Experience using recruitment platforms such as LinkedIn, Bayt, Taleo, or similar</li><li>Proven experience hiring across multiple levels</li><li>Strong administrative, reporting, and coordination skills</li><li>Proficient in MS Office, especially MS Excel</li><li>Strong written and verbal communication skills</li></ul>Important Notes<ul><li>Full-time, on-site role only</li><li>Contract duration: 3 months (extendable)</li><li>Salary range is fixed</li></ul>Job Type: Temporary Contract length: 3 monthsPay: AED5,000.00 - AED7,000.00 per monthAbility to commute/relocate:<ul><li>Al Barsha: Reliably commute or planning to relocate before starting work (Preferred)</li></ul>Experience:<ul><li>HR: 5 years (Required)</li></ul>

Talent Specialist (3-Month Contract – On-Site)

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