talent development specialist

AW Rostamani

<div><h3 class="jobSectionHeader">Note: This role is exclusively for UAE Nationals (Emirati candidates) 
</h3>Job purpose: The position is responsible for coordinating, administering, and supporting all Learning &amp; Development (L&amp;D) activities across the business The role also ensures the smooth operation of training activities in the absence of the Head of Learning &amp; Development
Job responsibilities
Support the annual Training Needs Analysis (TNA) and Learning Plan<ul><li>
</li>Manage and administer the Learning Management System (LMS)<li>
</li>Coordinate online and classroom learning programs<li>
</li>Liaise with external training providers<li>
</li>Track and report on training participation, effectiveness, and KPIs<li>
</li>Support Emiratization development programs and learning plans<li>
</li>Assist with talent assessment and Individual Development Plans (IDPs)<li>
</li>Ensure L&amp;D processes, standards, and best practices are consistently applied across entities<li>
</li>Support employee engagement and broader HR initiatives<li>
</li>Analyze training effectiveness and provide recommendations for improvement 
<li>
</li></ul>Educational Qualification
Bachelor's Degree (preferably in Human Resources Management)<ul><li>
</li>CIPD qualification is preferred 
<li>
</li></ul>Work Experience
2-3 years of experience in Learning &amp; Development, Training, Performance Management, or a related HR function 
<ul><li>
</li></ul>Competencies
Strong communication and stakeholder management skills<ul><li>
</li><li>Advanced Microsoft Office skills (Excel, PowerPoint, Word)
</li>Experience with LMS administration<li>
</li>Knowledge of Assessment Centers is an advantage<li>
</li>Strong organizational and reporting skills 
<li>
</li></ul>Languages
Fluent in English (written and spoken) 
<ul><li>
</li></ul>Eligibility Requirements
<ul><li>This position is open to UAE Nationals (Emirati) only
</li><li>Applicants must hold a valid UAE Family Book and meet all eligibility requirements for UAE National employment</li></ul></div>
 <div><div>AW Rostamani Group is a leading multi-sector family business in the Middle East, driven by a legacy of over seven decades. Its operations span across a diverse range of sectors including automotive, real estate, retail, lighting solutions, travel, logistics, agritech and sustainable packaging, the Group serves over 155,000 customers and 24,000 businesses annually, supported by a diverse team of more than 3,000 employees. 
</div><div></div> 
<div>Guided by its purpose to enrich lives across generations, AW Rostamani Group is dedicated to building purposeful businesses that meaningfully impacts people, industries and the planet. By Championing innovation, sustainability, and progress, AW Rostamani Group leads transformative change - creating a future where opportunity and progress go hand in hand. 
</div><div></div> 
<div>Rooted in its rich legacy and guided by its values, AW Rostamani Group continues to lead with focus on the future, nurturing partnerships and delivering excellence across its operations. 
</div><div></div> 
<div>For more information, visit www.awrostamani.com .</div></div>

Talent Development Specialist

Murphy USA

<div><div><div>The Talent Management Specialist plays a critical role in driving the organization&rsquo;s talent strategy by designing, implementing, and supporting enterprise-wide talent processes and programs. This role serves as a practitioner who partners closely with HR leaders, business leaders, and cross-functional teams to enable strong succession pipelines, effective performance management, and targeted development opportunities that build organizational capability. 
 
 
 
KEY RESPONSIBILITIES
 
 
Talent Processes &amp; Programs
 
 
<ul><li>Lead the design, administration, and continuous improvement of core talent management processes, including performance management, talent reviews, succession planning, promotion review committees, and employee development planning.
</li><li>Support the rollout and adoption of talent tools, frameworks, and systems; act as a subject matter expert for business leaders and HR team members / leaders.
</li><li>Collect and analyze talent data (succession readiness, promotion rates, engagement, retention, etc.) to identify trends and provide actionable insights.
</li><li>Facilitate calibration sessions and talent discussions with leaders to ensure consistency, fairness, and meaningful outcomes.
</li><li>Leadership Development Support
</li><li>Partner with L&amp;D colleagues to align talent processes with leadership and functional development programs.
</li><li>Contribute to building competency models, career pathing frameworks, and development resources to support employee growth. 
</li></ul> 
 
Organizational Effectiveness
 
 
<ul><li>Collaborate with HR team members and leaders to identify critical roles, high-potential talent, and development strategies for succession planning.
</li><li>Provide coaching and guidance to leaders on best practices in assessing, developing, and retaining talent.
</li><li>Participate in change management efforts for new talent initiatives and HR systems implementations. 
</li></ul> 
 
Data, Reporting &amp; Technology
 
 
<ul><li>Manage talent data, ensuring accuracy, compliance, and usability for decision-making.
</li><li>Develop dashboards and reporting to measure program effectiveness, employee movement, and progress against talent strategy goals. 
</li></ul> 
 
Special Projects
 
 
<ul><li>Lead or support enterprise-level projects related to talent management.
</li><li>Benchmark against industry best practices and contribute new ideas to advance organizational talent practices. 
</li></ul> 
 
 
 
QUALIFICATIONS
 
 
Education &amp; Experience
 
 
<ul><li>Four-year college degree, plus 3 years related experience and/or training, or equivalent combination of education and experience.
</li><li>Strong knowledge of Talent Management and HR technology platforms (HRIS, LMS, performance / talent tools).
</li></ul> 
Skills &amp; Competencies
 
 
<ul><li>Advanced analytical skills with the ability to translate data into insights and recommendations.
</li><li>Strong facilitation and presentation skills; able to influence and partner effectively with leaders at all levels.
</li><li>Demonstrated project management skills with ability to handle multiple priorities in a fast-paced environment.
</li><li>Exceptional written and verbal communication skills.
</li><li>High degree of professionalism, discretion, and confidentiality.
</li></ul> 
Success Measures
 
 
<ul><li>Increased talent pipeline strength and succession readiness.
</li><li>Improved adoption and leader engagement in talent processes.
</li><li>Demonstrated linkage between talent programs and business outcomes (e.g., retention, promotions, internal mobility).
</li><li>Positive feedback from HR and business leaders on support and expertise provided.</li></ul></div>
</div><div>Auto req ID
221772BR
</div><div>Store Number/Dept Number
299900026000 - HR Employee Development
</div><div>Store Address
200 E Peach St
</div><div>Store Zip
71730</div></div>

Talent Management Specialist

Epic Health System

<div>Workforce Readiness Specialist
Location: Southfield, MI 
Job Type: Full-Time | On-Site
Help Build High-Performing Teams at EPIC Health
At EPIC Health, we believe that investing in our people is the fastest way to improve patient care. We're seeking a passionate and strategic Workforce Readiness Specialist to design and manage the systems that prepare employees for long-term success.
This role is responsible for creating clear career pathways, developing competency and skills frameworks, administering certification programs, and leading Rapid Skill Acquisition (RSA) initiatives that close performance gaps and accelerate organizational readiness.
The Workforce Readiness Specialist will partner closely with Operations, Clinical Leadership, Human Resources, Learning &amp; Development, and department leaders to ensure every employee has a defined path to grow, measurable competencies to achieve, and the tools necessary to succeed.
What You'll Do
Workforce Readiness &amp; Career Development<ul><li>
Design and maintain career pathways across clinical, operational, and corporate departments.</li><li>
Develop structured career progression frameworks that align employee growth with organizational needs.</li><li>
Create visibility into advancement opportunities and required competencies for each role.</li><li>
Partner with leaders to improve internal mobility and succession planning.</li></ul>
Competency &amp; Skills Management<ul><li>
Build and maintain role-specific competency models and skills matrices.</li><li>
Develop competency assessments to validate readiness for new responsibilities and career advancement.</li><li>
Identify skill gaps and recommend targeted development plans.</li><li>
Standardize workforce readiness expectations across departments.</li></ul>
Certification Programs<ul><li>
Design, launch, and manage internal certification programs.</li><li>
Track employee certification progress and renewal requirements.</li><li>
Ensure certifications align with operational excellence, compliance, and organizational standards.</li><li>
Partner with department leaders to establish certification criteria for key roles.</li></ul>
Data, Analytics &amp; Continuous Improvement<ul><li>
Monitor workforce readiness metrics and provide actionable reporting to leadership.</li><li>
Analyze competency trends, certification completion, and career progression data.</li><li>
Identify barriers to workforce development and implement improvement strategies.</li><li>
Continuously refine workforce readiness programs based on organizational performance and employee feedback.</li></ul>
What You Bring
Required Qualifications<ul><li>
Bachelor's degree in Human Resources, Organizational Development, Education, Healthcare Administration, Business, or a related field (or equivalent experience).</li><li>
Experience developing workforce development, learning, talent management, or competency programs.</li><li>
Strong understanding of career development frameworks and competency-based learning.</li><li>
Experience creating metrics, dashboards, and performance reporting.</li><li>
Exceptional organizational, facilitation, and communication skills.</li></ul>
Preferred Qualifications<ul><li>
Experience in healthcare or other fast-paced service industries.</li><li>
Experience building certification or credentialing programs.</li><li>
Familiarity with Learning Management Systems (LMS) and competency management platforms.</li><li>
Experience supporting organizational change initiatives.</li><li>
Lean, Six Sigma, or continuous improvement experience preferred.</li></ul>
Skills &amp; Competencies<ul><li>
Strategic workforce planning</li><li>
Career development and coaching</li><li>
Competency framework design</li><li>
Instructional design principles</li><li>
Data analysis and KPI management</li><li>
Cross-functional collaboration</li><li>
Project management</li><li>
Process improvement mindset</li><li>
Strong presentation and facilitation skills</li><li>
Continuous improvement and innovation</li></ul>
Why Join EPIC Health?<ul><li>
Opportunity to directly shape and strengthen workforce development across a growing healthcare organization.</li><li>
Collaborative, mission-driven culture focused on delivering exceptional patient care.</li><li>
Career growth and leadership development opportunities.</li><li>
Work closely with leaders across clinical, operational, and corporate teams.</li><li>
Make a meaningful impact by helping build high-performing healthcare teams.</li></ul>
What We Offer<ul><li>
Competitive compensation</li><li>
Comprehensive Medical, Dental, and Vision Insurance</li><li>
401(k) Retirement Plan</li><li>
Paid Time Off and Holiday Pay</li><li>
Professional development and ongoing training opportunities</li><li>
Supportive, collaborative, and team-oriented work environment</li></ul>
Ready to Make an Impact?
If you're passionate about developing people, building career pathways, and creating a workforce that's prepared for the future, we'd love to hear from you.
Apply today and help shape the future of workforce development at EPIC Health.
Visit www.epichs.org to learn more.
Background checks are required for this role.</div>

Workforce Readiness Specialist

McDermott

<div>Job Overview:
The Talent Management Specialist applies their conceptual knowledge of Talent Management and, with a moderate level of guidance and direction from colleagues and leadership, is responsible for solving many straightforward Talent Management problems. They will be responsible for analyzing possible solutions using standard procedures and building knowledge of the company, processes, and customers. The Talent Management Specialist understands key business drivers and applies this knowledge to solve problems in straightforward situations by analyzing possible solutions using technical experience, judgment, and precedents.</div>
 <div><div>Our ingenuity fuels daily life. Together, we&rsquo;ve forged some of the most trusted partnerships across the energy value chain to make what was once just an idea a reality: laying subsea infrastructure thousands of feet below sea level, installing platforms hundreds of miles from shore, using our expertise to design and build offshore wind infrastructure, and reshaping the onshore landscape to deliver the energy products the world needs safely and sustainably.
 
 
For more than 100 years, we've been making the impossible possible. Today, we're driving the energy transition with more than 30,000 of the brightest minds across 54 countries.</div></div>
 <div>Key Tasks and Responsibilities:
<ul><li>Liaise between all departments to achieve a cohesive result
</li><li>Create and manage the onboarding process to ensure that all new hires are quickly assimilated into the company culture and have a great experience
</li><li>Organize and plan any team events, whether they are for fun or if it&rsquo;s growth-focused
</li><li>Draw in the best talent for the business while managing recruitment to ensure a healthy talent pipeline for the organization's key roles
</li><li>Conduct training and coaching sessions as needed to assist employees in growing in their jobs or learning new skills
</li><li>Work with our Global People Services team to keep moving us towards a first-class employee experience through supporting and innovating upon our initiatives and projects while also bringing ideas to the table
</li><li>Evaluate business performance and make recommendations for improvements to meet operational and financial objectives
</li><li>Identify inefficiencies and escalate as appropriate</li></ul></div>
 <div>Essential Qualifications and Education:
<ul><li>3-5 years of HR and/or Talent Management experience required
</li><li>Bachelor&rsquo;s Degree preferred
</li><li>Strong presentation and training skills
</li><li>Excellent communication skills
</li>Ability to use data to solve business problems and possess a high level of integrity, judgment, and discretion in handling confidential information 
<li>
 
</li></ul>#LI-WA2</div>

Boundless

<div>
 
 
 Role Overview
 
 
 
 We are looking for a Talent Operations Specialist to support the effective management of the employee lifecycle, with a particular focus on onboarding, employee documentation, and talent-related reporting. The role will be responsible for ensuring that new employees experience a structured and professional onboarding process, while supporting the implementation and administration of the company&rsquo;s performance management framework. The Talent Operations Specialist will work closely with employees, managers, HR, and department heads to coordinate onboarding activities, maintain accurate employee records, track probation and performance review cycles, and ensure that all talent processes are completed consistently and on time.
 
 
 
 
 
 
 Key Responsibilities
 
 
 
 Onboarding and Employee Integration
 
 <ul>
 <li>
 Coordinate the full onboarding process for new employees from offer acceptance through the completion of their probation period.
 </li>
 <li>
 Prepare onboarding schedules, welcome packs, employee documentation, induction materials, and internal announcements.
 </li>
 <li>
 Coordinate with IT, Administration, Finance, and relevant departments to ensure system access, equipment, workspaces, and other requirements are ready before each employee&rsquo;s joining date.
 </li>
 <li>
 Conduct or coordinate company orientation sessions covering policies, procedures, organizational structure, benefits, and workplace expectations.
 </li>
 <li>
 Ensure all required employment documents, forms, acknowledgements, and approvals are completed and properly recorded.
 </li>
 <li>
 Schedule introductory meetings, departmental inductions, training sessions, and key stakeholder meetings for new employees.
 </li>
 <li>
 Monitor onboarding progress through structured check-ins with employees and line managers.
 </li>
 <li>
 Collect onboarding feedback and identify opportunities to improve the employee experience and internal processes.
 </li>
 <li>
 Maintain onboarding checklists, trackers, employee files, and completion records.
 </li>
 </ul>
 
 Probation Management
 
 <ul>
 <li>
 Maintain an accurate tracker of employee probation periods, confirmation dates, and review deadlines.
 </li>
 <li>
 Notify managers in advance of upcoming probation reviews and provide the required assessment documentation.
 </li>
 <li>
 Follow up with managers to ensure probation evaluations are completed within the required timeframe.
 </li>
 <li>
 Coordinate probation confirmation, extension, or termination documentation in line with company policies.
 </li>
 <li>
 Ensure all probation-related decisions, approvals, and supporting documents are properly recorded.
 </li>
 <li>
 Prepare regular reports highlighting pending, overdue, and completed probation reviews.
 </li>
 </ul>
 
 Performance Management
 
 <ul>
 <li>
 Support the administration and implementation of the company&rsquo;s performance management framework.
 </li>
 <li>
 Coordinate annual, mid-year, quarterly, and probationary performance review cycles.
 </li>
 <li>
 Maintain performance review calendars, employee eligibility lists, evaluation forms, and completion trackers.
 </li>
 <li>
 Guide employees and managers on performance review procedures, timelines, rating criteria, and documentation requirements.
 </li>
 <li>
 Follow up with department heads and line managers to ensure reviews are completed accurately and on time.
 </li>
 <li>
 Review submitted performance evaluations for completeness, consistency, and appropriate supporting comments.
 </li>
 <li>
 Track employee objectives, KPIs, development plans, performance ratings, and review outcomes.
 </li>
 <li>
 Support the documentation and monitoring of performance improvement plans.
 </li>
 <li>
 Maintain confidential and accurate performance records.
 </li>
 <li>
 Prepare performance management reports, completion summaries, rating distributions, and management dashboards.
 </li>
 <li>
 Support calibration meetings by preparing relevant employee and performance information.
 </li>
 <li>
 Identify recurring performance-related gaps and support the development of appropriate improvement initiatives.
 </li>
 </ul>
 
 Employee Lifecycle Operations
 
 <ul>
 <li>
 Maintain accurate and up-to-date employee records throughout the employment lifecycle.
 </li>
 <li>
 Track employee milestones, including joining dates, probation periods, contract renewals, promotions, transfers, and performance reviews.
 </li>
 <li>
 Prepare employee letters and documentation related to confirmations, promotions, transfers, title changes, and other employment updates.
 </li>
 <li>
 Ensure employee information is accurately reflected across HR systems, trackers, organizational charts, and internal records.
 </li>
 <li>
 Support internal employee movements and ensure the required documentation and approvals are completed.
 </li>
 <li>
 Coordinate exit clearance and offboarding processes when required, including documentation, asset returns, and final handover tracking.
 </li>
 </ul>
 
 HR Policies and Process Compliance
 
 <ul>
 <li>
 Support the implementation and communication of HR policies, procedures, and employee guidelines.
 </li>
 <li>
 Ensure onboarding, probation, and performance processes are completed in accordance with company policies and applicable employment requirements.
 </li>
 <li>
 Maintain proper documentation and audit trails for all talent operations activities.
 </li>
 <li>
 Monitor employee and manager compliance with required HR processes and timelines.
 </li>
 <li>
 Assist in updating onboarding materials, performance review forms, employee handbooks, and internal procedures.
 </li>
 <li>
 Identify process gaps and recommend improvements to increase efficiency, consistency, and employee experience.
 </li>
 </ul>
 
 Reporting and Coordination
 
 <ul>
 <li>
 Maintain talent operations dashboards, trackers, and employee lifecycle reports.
 </li>
 <li>
 Prepare regular reports on onboarding completion, probation status, performance review completion, and overdue actions.
 </li>
 <li>
 Monitor key talent operations metrics and highlight areas requiring management attention.
 </li>
 <li>
 Coordinate closely with department heads, managers, HR, IT, Finance, and Administration.
 </li>
 <li>
 Respond to employee and manager queries relating to onboarding, probation reviews, performance processes, and HR documentation.
 </li>
 <li>
 Ensure all employee information is handled with a high level of confidentiality and accuracy.
 </li>
 </ul>
 
 
 
 
 
 Requirements
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, Management, or a related field.
 </li>
 <li>
 Minimum of 3&ndash;5 years of experience in HR operations, talent operations, employee experience, or performance management.
 </li>
 <li>
 Practical experience coordinating employee onboarding and probation review processes.
 </li>
 <li>
 Strong understanding of performance appraisal cycles, KPI tracking, employee objectives, and performance documentation.
 </li>
 <li>
 Experience maintaining HR records, employee trackers, and management reports.
 </li>
 <li>
 Strong organizational and follow-up skills, with the ability to manage multiple deadlines.
 </li>
 <li>
 Excellent attention to detail and accuracy when handling employee information and documentation.
 </li>
 <li>
 Strong written and verbal communication skills.
 </li>
 <li>
 Ability to communicate professionally with employees, managers, and senior stakeholders.
 </li>
 <li>
 High level of discretion and confidentiality.
 </li>
 <li>
 Proficiency in Microsoft Excel, PowerPoint, Word, and HR management systems.
 </li>
 <li>
 Knowledge of UAE employment practices is preferred.
 </li>
 </ul>
 
 
 
 
 
 Key Skills
 
 
 <ul>
 <li>
 Employee Onboarding
 </li>
 <li>
 Probation Management
 </li>
 <li>
 Employee Lifecycle Coordination
 </li>
 <li>
 HR Operations
 </li>
 <li>
 KPI and Objective Tracking
 </li>
 <li>
 Performance Review Administration
 </li>
 <li>
 HR Policies and Procedures
 </li>
 <li>
 Employee Documentation
 </li>
 <li>
 HR Reporting and Dashboards
 </li>
 <li>
 Process Improvement
 </li>
 <li>
 Stakeholder Coordination
 </li>
 <li>
 HR Systems and Data Management
 </li>
 <li>
 Confidentiality and Data Accuracy
 </li>
 <li>
 Employee Experience
 </li>
 </ul>
 
 
</div>

Talent Operations Specialist

Lucy Group Ltd

<div>
 
 Job Purpose
 
 
 
 We are seeking an experienced Human Resources Business Partner (HRBP) to lead the design and implementation of strategies that attract, develop, engage, and retain top talent. The ideal candidate will play a key role in performance management, succession planning, leadership development, and career pathing. This role collaborates closely with business leaders to ensure talent initiatives support our organizational goals.
 
 
 Job Context
 
 
 The HRBP will be a trusted people expert, capable of influencing and challenging stakeholders while building strong consensus. You will drive and execute key Talent Management programs&mdash;including career pathing, leadership development, and succession planning&mdash;while gaining a deep understanding of the business to support informed decision-making.
 
 
 You will work closely with managers across multiple locations. Strong relationship-building, influencing skills, and strategic thinking are essential to succeed in this role.
 
 
 Key Accountabilities
 
 
 <ul>
 <li>
 Lead talent initiatives such as Succession Planning, HiPo programs, Development Plans, and Leadership Development Programs, ensuring all initiatives are monitored and on track.
 </li>
 <li>
 Execute targeted talent interventions (e.g., 360&deg; feedback, coaching, mentoring programs, job rotation, new leader assimilation workshops).
 </li>
 <li>
 Utilize analytics and HR systems to support talent management, identify current and future talent needs, and recommend solutions.
 </li>
 <li>
 Create and update communication materials and documentation for all talent management initiatives.
 </li>
 <li>
 Develop sustainable processes and programs to strengthen and accelerate the talent pipeline.
 </li>
 <li>
 Design and deliver internal development programs or manage external vendors when required.
 </li>
 <li>
 Develop Talent Management-related policies and procedures.
 </li>
 <li>
 Build and execute comprehensive Talent Management frameworks and programs.
 </li>
 <li>
 Drive performance management and succession planning activities.
 </li>
 <li>
 Design and implement leadership development initiatives.
 </li>
 <li>
 Analyze talent data, identify gaps, and recommend effective solutions.
 </li>
 <li>
 Partner with department leaders to support employee growth, engagement, and retention.
 </li>
 <li>
 Support ongoing HR activities such as workforce planning, salary reviews, performance excellence, well-being, and employee engagement, while ensuring compliance with HR policies and processes.
 
 
 </li>
 </ul>
 
 Minimum Qualifications, Knowledge &amp; Experience
 
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field (Master&rsquo;s degree or HR certification is a plus).
 </li>
 <li>
 5&ndash;10 years of progressive HR experience with a strong background in HR business partnering.
 </li>
 <li>
 Proven experience in Talent &amp; Leadership Management and Development; experience in the manufacturing industry preferred.
 </li>
 <li>
 Strong expertise in succession planning, career development, leadership development, and HiPo programs.
 </li>
 <li>
 Excellent knowledge of Saudi Employment Law and experience supporting Employee Relations matters.
 </li>
 <li>
 Demonstrated experience delivering Change Management and Organizational Design initiatives.
 </li>
 <li>
 Strong digital acumen and ability to analyze HR metrics to drive decision-making.
 
 
 </li>
 </ul>
 Skills &amp; Expertise
 
 
 <ul>
 <li>
 Strategic thinker with the ability to translate business needs into impactful HR solutions.
 </li>
 <li>
 Strong communication and presentation skills, with the ability to influence at all organizational levels.
 </li>
 <li>
 Ability to manage multiple tasks and work effectively both independently and as part of a team.
 </li>
 <li>
 Skilled in managing internal client expectations while ensuring adherence to HR policies and processes.
 </li>
 <li>
 Experience supporting multi-location operations.
 </li>
 <li>
 Solid generalist HR experience and strong Employee Relations background.
 </li>
 <li>
 Ability to leverage HR data and analytics to drive change and support business decisions.
 
 
 </li>
 </ul>
 Behavioural Competencies
 
 
 <ul>
 <li>
 Proactive, independent, and able to use initiative.
 </li>
 <li>
 Analytical, thoughtful, and intelligent approach to problem-solving.
 </li>
 <li>
 Confident communicator with strong interpersonal and influencing skills.
 </li>
 <li>
 Able to plan and prioritise effectively while remaining flexible to meet project requirements.
 </li>
 <li>
 High attention to detail and ability to maintain quality under pressure.
 </li>
 <li>
 Collaborative mindset with the ability to work across multifunctional teams.
 </li>
 </ul>
</div>

Human Resource Business Partner (Talent Development)

BayCare Health System

<div><div><div><div>At BayCare, we are proud to be one of the largest employers in the Tampa Bay area. Our network includes 16 community-based hospitals, a long-term acute care facility, home health services, outpatient centers, and thousands of physicians. Supported by more than 30,000 team members, BayCare is committed to a forward-thinking culture built on trust, dignity, respect, responsibility, and clinical excellence. 
Position Summary
The Talent Development Facilitator plays a key role in creating engaging and impactful learning experiences that support the growth and success of BayCare team members. This position facilitates new hire orientation, foundational learning programs, and professional development courses in both classroom and virtual environments.
The Talent Development Facilitator is responsible for delivering high-quality training, supporting participants throughout the learning process, coordinating program logistics, maintaining training records, and evaluating learning outcomes. This role also partners with Talent Development consultants and learning partners to develop, update, and enhance training materials, facilitator guides, job aids, participant resources, and learning tools that align with enterprise standards and strengthen organizational capability. 
Minimum Qualifications
Required Education &amp; Experience
<ul><li>Associate degree required.
</li><li>One (1) year of experience facilitating training, supporting onboarding, coordinating learning programs, delivering presentations, developing course materials, or supporting team member education.
</li></ul>Preferred Education &amp; Experience
<ul><li>Bachelor's degree in Adult Education, Human Resources, Organizational Development, Communications, Business, Healthcare Administration, Learning &amp; Development, or a related field.
</li><li>Experience in healthcare, customer service, human resources, learning and development, or operational training.
</li></ul>Preferred Certification
<ul><li>Professional certification in Facilitation, Instructional Design, or Learning Technology.
</li></ul>Key Skills &amp; Abilities
<ul><li>Knowledge of adult learning principles, facilitation techniques, onboarding practices, virtual learning environments, and instructional design methodologies.
</li><li>Ability to deliver engaging training, orientation, and development programs for diverse audiences.
</li><li>Strong organizational skills with the ability to manage program logistics, training records, and participant communications while fostering a positive and inclusive learning environment.
</li>Ability to support learning content development and continuously improve educational programs and resources. 
<li>
</li></ul>Position Details 
<ul><li>Location: BayCare System Office West
</li><li>Status: Pool (Non-benefit eligible)
</li><li>Exempt: Yes
</li><li>Schedule: Monday-Friday, 8:00 AM - 5:00 PM (Around 30 hours per month)
</li><li>Shift: Days
</li><li>Weekend Requirement: None
</li><li>On-Call: No
</li><li>Remote Work: Hybrid 
</li></ul>Why Join BayCare?
<ul><li>Competitive compensation
</li><li>Comprehensive medical, dental, and vision benefits
</li><li>Paid time off
</li><li>Tuition reimbursement
</li><li>401(k) with company match
</li><li>Wellness and well-being programs
</li><li>Professional growth and career development opportunities
</li>A collaborative culture built on trust, respect, and clinical excellence 
<li>
</li></ul>BayCare Health System is an Equal Opportunity Employer. Veterans, individuals with disabilities, and all qualified applicants are encouraged to apply.</div></div></div></div>

Talent Development Facilitator - POOL

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Talent Development Facilitator - POOL