Director Talent Development

POSITION SUMMARY

 

The Director of Talent Management is a strategic leadership role responsible for overseeing all aspects of talent development and retention within the organization. This position plays a critical role in aligning human capital strategies with overall business objectives, fostering a culture of excellence, and ensuring the organization attracts, develops, and retains top talent. The Director is responsible for creating and executing strategies to enhance the skills, capabilities, and overall performance of the organization's workforce. This role focuses on identifying and nurturing talent, fostering a culture of continuous learning, and aligning development initiatives with the organization's goals.

 

The Director of Talent Development plays a crucial role in shaping the organization's workforce by strategically developing talent, fostering a culture of continuous learning, and ensuring that employees are equipped with the skills needed for success.

 

Key Responsibilities:

 

Strategic Planning:

• Develop and implement a comprehensive talent development strategy aligned with organizational objectives.
• Collaborate with key stakeholders to understand business needs and translate them into talent development initiatives.

Leadership Development:

• Design and implement programs to identify, nurture, and develop leadership talent within the organization.
• Provide coaching and mentorship to high-potential individuals to prepare them for leadership roles.

Learning Programs:

• Oversee the design, development, and delivery of training programs that address both individual and organizational needs.
• Utilize a variety of learning methodologies, including e-learning, workshops, and coaching.

Performance Improvement:

• Collaborate with department heads to identify areas for performance improvement.
• Implement targeted interventions, training, and coaching to enhance individual and team performance.

 

Succession Planning:

• Develop and manage succession planning initiatives to ensure a pipeline of talent for critical roles.
• Identify key competencies required for future leadership roles and create development plans accordingly.

Employee Engagement:

• Implement initiatives that foster a culture of continuous learning and development.
• Work to enhance employee engagement through career development opportunities and skill-building programs.

Technology Integration:

• Evaluate and implement relevant technologies to enhance the efficiency and effectiveness of talent development initiatives.
• Utilize learning management systems and other tools for tracking and reporting on employee development.

Metrics and Evaluation:

• Establish key performance indicators (KPIs) to measure the impact and effectiveness of talent development programs.
• Conduct regular evaluations and assessments to ensure continuous improvement.

PERFORMANCE EXPECTATIONS

Demonstrates the technical competencies as established on the Assessment and Evaluation Tool.

 

WORK ENVIRONMENT

This position requires repetitive motion, fingering, hearing, pushing, reaching, and reading, calculating, seeing, speaking, standing and walking a majority of the time.  This position also works with such equipment as computer terminal, fax machine copier and telephone.  Occasional driving also required.  The essential functions for this position are listed on the Assessment and Evaluation Tool.

 

REPORTING RELATIONSHIP

This position reports to department leadership and supervises incumbents as assigned.

 

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