Sr. Specialist, Talent Development

1. JOB PURPOSE:

Execute and conduct training and development programs to improve individual/organizational performance and implement culture and engagement initiatives to increase employee productivity and retention.

2. RESPONSIBILITIES:

Learning and Development (L&D) Program Design:

Assist in designing and developing training courses or strands of a learning and development (L&D) program; incorporate specified L&D methodologies and delivery channels; assist in developing relevant content and high-quality learning resources to ensure high levels of learner engagement and achievement of learning outcomes.

External Consultant or Contractor Engagement:

Provide information and share data with external consultants or advisers to support the delivery of key projects and/or ad hoc services to evaluate outcomes and recommend remedial actions where necessary.

Succession Planning:

Assist in developing and managing succession planning for critical positions. Design and implement tools and processes for monitoring succession planning, ensuring continuous alignment with organizational goals.

Learning and Development (L&D) Program Delivery and Execution:

Deliver training courses or programs, engaging, advising, and guiding learners, and evaluating the achievement of intended learning outcomes. Support in managing the internship program, including onboarding, mentoring, and performance evaluation of interns.

Employee and Culture Engagement:

Assist in developing and implementing strategies to enhance employee engagement and satisfaction, support in designing programs and initiatives to promote a positive and inclusive company culture, and conduct surveys and assessments to gather feedback and measure employee engagement levels. Develop and execute the annual employee engagement calendar.

Training Needs Analysis (TNA):

Engage with team or department line managers to clarify short-term priorities for learning and development (L&D) interventions; gather relevant data on performance and current levels of competence; identify gaps in relation to required levels and obtain agreement on required outcomes.

Information and Business Advice:

Resolve queries from internal or external customers or suppliers by providing information on complex processes and the related policies, referring issues to others where necessary for the interpretation of policy.

HR Data Analytics and Insights:

Deliver analyses of HR data; identify trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.

3. TASKS:

• Designing, administering, and analyzing surveys to assess employee satisfaction and engagement levels.
• Working with leadership to define and cultivate a company culture that aligns with organizational values and promotes employee well-being.
• Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
• Design, plan, organize, or direct orientation and training programs for employees.
• Design, enhance, and deliver specific training programs aligned with the company’s mission and values.
• Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.
• Monitor, evaluate, or record training activities or program effectiveness.
• Develop alternative training methods if expected improvements are not seen.
• Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
• Evaluate modes of training delivery, such as in-person or virtual, to optimize training effectiveness, training costs, or environmental impacts.

4. EDUCATION:

A bachelor’s degree in human resources, business administration, or any related discipline is required.