Talent and Development Manager

Recruitment and Talent Acquisition:

·Develop and implement recruiting strategies to attract qualified candidates for various positions within the organization including DEI initiatives.

·Oversee the full recruitment lifecycle, including job postings, sourcing, interviewing and hiring decisions.

·Develop an interview protocol for management and executive level positions to include a committee.

·Conduct interviews, assess candidates, vet resumes and assisting in making hiring recommendations.

·Collaborate with hiring managers to understand staffing needs and ensure alignment with organizational goals.

·Evaluate and optimize recruitment processes to enhance efficiency and candidate experience.

·Stay updated on industry trends and best practices in talent acquisition.

·Schedule and attend job fairs for brand recognition and recruitment.

·Communicate current opens on a regular basis to management, Marketing (job postings) and external platforms as needed.

·Attend client, management, operational and/or state agency meetings on behalf of GIS for our various service lines as needed.

·Work closely with HR Director and Marketing to ensure alignment of company’s goals as it relates to recruitment.

·Assist in the improvement of the candidate experience by monitoring and tracking new hire data and participating in feedback outreach.

·Develop corporate and functional KPIs to assess progress towards desired state.

Performance Management:

·Design and implement performance management processes, including goal setting, performance reviews, and feedback mechanisms for Levels 5 and above. Additionally, work to implement performance management for the remainder of the organization.

·Work with managers to establish clear performance expectations and provide coaching and support as needed.

·Utilize performance data to identify areas for improvement and implement strategies to enhance employee performance.

·Conduct training sessions on performance management best practices for managers and employees.

·Participate in the performance improvement plan process as needed in collaboration with the Director of HR.

·Assist in the implementation of our annual merit increase program

·Create a schedule for performance evaluations for the various services lines to ensure completion by the end of Q4.

·Develop a mentorship program by identifying high performers throughout the organization and assist in assigning mentors by service line as needed.

·Once implemented, manage the performance management and LMS modules in D365.

Career/Professional Development:

·Develop and implement career development programs to support employee growth and retention.

·Identify learning and development opportunities based on employee skills, interests, and organizational needs.

·Provide guidance and resources for employees to create personalized career development plans. Work with managers to develop career plans for various service lines.

·Foster a culture of continuous learning and professional development throughout the organization.

·Establish a framework for Professional Development by selecting customized courses/course bundles fit to support our organization and advance employee development.

Learning and Development:

·Analyze training needs and develop learning strategies aligned with organizational goals.

·Design and deliver training programs, workshops, and seminars.

·Implement e-learning platforms and other digital learning solutions.

·Evaluate training effectiveness and make continuous improvements.

Employee Engagement:

·Design and implement employee engagement initiatives.

·Foster a positive work culture that promotes teamwork and collaboration.

·Conduct employee surveys and analyze feedback to improve engagement.

·Recognize and reward high-performing employees.

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Succession Planning and Talent Development:

·Identify high-potential employees and establish a framework for Succession Planning to build a pipeline of future leaders.

·Create career development paths and mentorship programs.

·Provide guidance and support for employees' professional growth.

·Monitor talent pipelines and address skill gaps proactively.

·Assist in the setting up and implementation of the Applicant tracking module in D365 to manage the performance.

·Establish strategic service level agreement for this focal area.

·Establish a formal referral bonus program for divisions interested in participating.