Position Title:Associate Director, Talent Development, Training, and Retention 

Reports To:Director, Human Resources

Payroll Classification:Salaried, Exempt

Starting Hourly Rate: $85,000 - $95,000

Priority Filing Date:Open Until Filled

Position Definition:

Under the general direction of the Director of Human Resources, this dynamic role plays a pivotal role in supporting the Director of Human Resources by leading and managing initiatives across talent development, training, and employee retention. The Associate Director will leverage their expertise to design and implement engaging programs, foster a positive work environment, and ultimately attract, engage, and retain top talent within the organization.

Essential Duties and Responsibilities:

Talent Development:

• Strategic Planning: Partner with leadership to identify and analyze organizational talent needs, aligning development goals with strategic objectives.
• Program Design & Implementation: Create and deliver comprehensive training programs for all staff levels, covering new employee onboarding, skill development, and professional growth opportunities.
• Knowledge Sharing & Delivery: Conduct workshops, seminars, and presentations on diverse HR topics, leveraging engaging techniques and fostering interactive learning.
• Resource Management: Establish and maintain a resource library with curated materials to support ongoing learning and development initiatives.
• Evaluation & Improvement: Continuously monitor and assess the effectiveness of training programs, making data-driven adjustments for optimal impact.
• Industry Expertise: Stay updated on emerging trends and best practices in talent development and training, actively seeking learning opportunities to enhance your knowledge and skills.

Training:

• Onboarding Excellence: Oversee the development and implementation of new employee onboarding programs, ensuring a smooth and engaging transition for all staff.
• Performance Management: Partner with supervisors to design and deliver effective performance management training, equipping them with the necessary skills for providing constructive feedback and fostering employee growth.
• Recordkeeping & Documentation: Maintain accurate and comprehensive training records and documentation, adhering to internal and external compliance requirements.
• Student Engagement: Assist with the annual Resource and Development Conference for student assistants as needed.
• Internal Development: Conduct in-house training sessions for staff development, addressing specific needs and skills identified within the organization.

Employee Retention:

• Exit Interview Insights: Conduct exit interviews to gather feedback on reasons for employee turnover, analyze data to identify trends and suggest corrective strategies.
• Engagement Strategies: Analyze employee engagement data and utilize findings to propose initiatives that boost morale, satisfaction, and a sense of belonging.
• Recognition & Rewards: Implement and manage recognition and reward programs that celebrate employee contributions and foster a culture of appreciation.
• Inclusive Environment: Advocate for and actively contribute to creating a positive, inclusive, and equitable work environment for all staff members.

Diversity, Equity, and Inclusion:• Developing and implementing a comprehensive DEI strategy: In concert with the Director, this involves assessing the organization's current state of DEI, setting goals and objectives, and creating a roadmap for achieving them.
• Identifying and prioritizing key areas of focus: This might include areas like recruitment, retention, promotion, pay equity, unconscious bias training, and inclusive workplace culture.
• Developing and implementing specific programs and initiatives: Assist the HR Coordinators in implementing programs and initiatives in their areas such as unconscious bias training workshops, mentorship programs, employee resource groups, and diversity recruitment efforts.
• Staying up to date on the latest DEI trends and best practices: This involves attending conferences, participating in professional organizations, and reading relevant research.

·Personnel Management:

• Provide personnel management and leadership including but not limited to, recruitment, selection, training, development, evaluation, coaching, and discipline for the following staff and student positions:
• HR Coordinator – Onboarding and Recruitment
• Graduate Assistant – Diversity, Equity, and Inclusion
• Foster a positive and productive work environment.

Additional Responsibilities:

• Assist the Director of HR with all aspects of Human Resources, including recruitment, selection, employee relations, benefits administration, compensation, safety, and worker's compensation.
• Serve as a trusted resource and advisor to staff on HR-related matters, providing expert guidance and support.
• Maintain accurate and up-to-date HR records and documentation, complying with relevant regulations and data security protocols.
• Stay informed of relevant HR laws and regulations, proactively identifying and implementing necessary changes to remain compliant.
• Participate in HR-related committees and projects as assigned, actively contributing to strategic initiatives.
• Support ASI’s DEI plan in all programming, services, and interactions

Education:

• Bachelor’s degree in human resources management, Organizational Development, or a related field.

oMaster’s degree in human resources management, Business Administration, or a related field preferred

Experience:

·Minimum 3-5 years of experience in a Human Resources role, with at least 2 years in a leadership or supervisory capacity.

Knowledge and Abilities:

·Talent development principles and best practices: Understanding of adult learning theory, instructional design, training methods, and trends in talent development.

·Training methodologies and delivery: Expertise in various training delivery methods (e.g., in-person, online, blended), instructional technology, and curriculum development.

·HR laws and regulations: Knowledge of relevant employment laws, regulations, and compliance requirements related to training and employee engagement.

·Organizational development: Understanding of organizational design, change management, and performance management principles.

·Diversity Concepts: A strong understanding of key diversity concepts, including social identities (e.g., race, ethnicity, gender, sexual orientation, disability, religion, socioeconomic status), power dynamics, unconscious bias, and intersectionality.

·Data analysis and interpretation: Ability to analyze training data, employee engagement surveys, and exit interview information to identify trends and measure program effectiveness.

·HR information systems (HRIS): Proficiency in using HRIS software for managing training records, tracking compliance, and generating reports.

·Instructional design and facilitation: Skilled in designing engaging and effective training programs, crafting instructional materials, and facilitating interactive learning experiences.

·Communication and presentation: Excellent written and verbal communication skills, ability to deliver clear and engaging presentations to diverse audiences.

·Interpersonal and relationship building: Ability to build rapport with stakeholders at all levels, foster collaboration, and provide coaching and mentorship.

·Project management and organization: Skilled in managing multiple projects simultaneously, meeting deadlines, and staying organized.

·Problem-solving and critical thinking: Ability to identify and solve complex HR challenges related to talent development, training, and employee retention.

·Data analysis and reporting: Proficient in data analysis tools and techniques, skilled in interpreting data and presenting findings in clear and concise reports.

·Innovation and creativity: Ability to think creatively and develop innovative solutions for talent development and training challenges.

·Strategic thinking: Ability to align talent development initiatives with organizational goals and objectives.

·Adaptability and change management: Ability to adapt to changing needs and implement new initiatives effectively.

·Motivation and engagement: Ability to motivate and engage staff in learning and development opportunities.

·Cultural competency: Ability to work effectively with people from diverse backgrounds and create an inclusive learning environment.

·Continuous learning: Commitment to staying up to date on trends and best practices in talent development and training.

·Knowledge of employee engagement best practices: Understanding of factors that contribute to employee engagement and strategies for improving it.

·Negotiation and conflict resolution skills: Ability to negotiate effectively and resolve conflicts between employees and management.

·Performance management expertise: Understanding of performance management processes and ability to coach employees for development.

·Change management: Ability to manage organizational changes effectively and minimize negative impact on employee morale.

Core Competencies

·Strategic Talent Development

·Training Delivery & Engagement

·Employee Retention & Engagement

·Project Management & Leadership

·Communication & Collaboration

• Continuous Learning & Adaptability

Additional Requirements:

Typical Working Conditions:

Associate Director generally works in a temperature-controlled office environment.

Physical Requirements:

•Sitting and standing for extended periods: The role involves computer work and meetings, requiring sustained sitting or standing.

•Walking and climbing stairs: Moving around the campus, attending events, and potentially using stairs regularly.

•Lifting and carrying moderate weight: This could include lifting and carrying materials for presentations, events, or production activities no more than 30 lbs.

•Dexterity and fine motor skills: Operating computer equipment, handling small objects, and performing tasks requiring hand-eye coordination.

•Visual and auditory acuity: Effective communication and interaction in various settings require good vision and hearing.

•We are committed to working with qualified individuals with disabilities to identify and implement reasonable accommodations that would allow them to perform the essential functions of the job. If you have a disability and require accommodation to perform the essential functions of this job, please notify the hiring manager during the application process or upon accepting an offer of employment.

Special Requirements:

•Employment will be contingent on a satisfactory employment history and criminal background investigation.

•May be required to drive occasionally as needed. Valid driver’s license and current auto insurance must be on file at all times and must meet CSURMA driving standards.

• Required to be a Mandatory Reporter and sign ASI Mandatory Reporter Form