Talent Development Manager
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POST DATE 8/9/2016
END DATE 12/13/2016
Clemens Food Group
Build your career. Challenge the process. Collaborate & Engage.
Build your career with Clemens Food Group and be a part of an exciting, collaborative, team environment.
At Clemens Food Group, we want you to constructively challenge and have your ideas heard. We are looking for diverse individuals who push the limits and think outside the box!
Clemens Food Group realizes that our team members are the key to our success. Come be a part of our team and see your ideas in action!
The Talent Development Manager will report the Director of CFG Cares & is responsible for:
Organizational Performance Management - Priority 1 - 40% of Time
Identify and launch process improvements for job definitions
Ensure coaching tool matches job definition
Ensure job definitions are free of blank KPIs
Identify and train job definition facilitators
Evaluate, redefine and develop Performance Excellence (PE)
Build compliance process to evaluate departmental performance
Develop and launch performance management workshops
Develop relationships with outside training organizations
Identify hard and soft skill needs by area and develop training workshops to address needs
Build performance management platform (coaching tools, CFG accelerate) for team member annual performance review
Create PIP or action plans with hiring manager
Develop and evaluate effectiveness of area specific talent action process
Coach hiring managers on delivery of action plans
Training Program Development & Management - Priority 2 - 40% of Time
Manage onboarding process
Consult with hiring managers on onboarding plans and approve
Mange Alchemy system and vendor relationship
Identify soft skills training needs and create training modules/ tools
Create training codes for Alchemy
Set training standards for creation of training modules for Alchemy
Meet with new exempt/ professional non-exempt team members as needed
Challenge hiring managers on onboarding plans based on new team member feedback
Consult with hiring managers on profile reviews
Manage Wednet reimbursement program
Train new leadership team members on Ultipro system
Evaluate and refine pipeline programs (Leadership Development Program (LDP), management trainee, internship, etc.)
Develop competency guideline for recruitment team
Develop strategic direction for talent development plan for short and mid term
Train area leaders on talent pipeline program expectations
Define, Manage, and evaluate effectiveness of Job Definition Process
Establish content and coordinate multi-tiered leadership programs for CFG (personal, team, applied, etc.)
Develop exit feedback program (interviews, surveys, etc.)
Manage educational assistance program
Research and provide feedback on industry best practices for Organizational Development
Work with area leaders to identify Coldwater transition plan (succession planning)
Team CFG - Priority 3 - 10% of Time
Conduct exit interviews and provide feedback to hiring managers as needed
Participate in Level 10 meetings
Participate in HR meetings
Participate in CFG initiatives as needed
Assist with talent acquisitions as needed
Talent Management - Priority 4 - 10% of Time
Establish succession plan for team
Sourcing Talent (Supervisor Level and Professional Admin)
Evaluate and define team structure based on changing business needs
Support/ Consult with Supervisors on TM relations issues
Aligning and prioritizing resources to significant business opportunities
Develop talent pipeline Internal and external (networking/ sourcing, job fairs)
Work with talent acquisitions to develop internal resource plan to meet affirmative action plan
Requirements & Qualifications:
Bachelor's Degree required
3-5 years of relevant experience required
Bilingual ( English/Spanish ) strongly preferred
* Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
* Please view Equal Employment Opportunity Posters provided by OFCCP here.
* The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.
Additional BenefitsFull service, 24/7, gym on site in our Hatfield, PA office location. Gym includes full-size basketball court, weight and exercise machines, fitness instructors and classes throughout the day.
Onsite cafeteria and company store for purchases at a discounted price.
Wellness Program with activities through the year to promote physical and mental well-being.
Annual Company picnic and celebration events for Team Member recognition.
Discounts with area businesses.