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Overview

Presbyterian Homes & Services, Management division in Roseville, MN is seeking a Talent Development Specialist to join its Human Resources team. This newly created role is responsible for ensuring that the PHS mission, vision, and desired culture are reflected in employee sourcing and support processes and systems.

The Talent Development Specialist serves as a part of the Human Resource team and plays a critical role in fostering the growth and development of employees within the organization. The Talent Development Specialist will serve company-wide initiatives to advance the talent development strategy and philosophies. This position will partner with leadership in Identifying, nurturing, and enhancing the skills and capabilities of our workforce by designing and implementing programs that contribute to the professional growth and development of PHS employees and builds an internal pipeline to meet organizational strategies.

REPORTING STRUCTUREThe Talent Development Specialist reports to the Director of Talent Management and works collaboratively with other members of the Talent Management and Human Resources team.

Responsibilities

The Talent and Leadership Support Specialist serves as a part of the Human Resources Team and provides primary support is to execute against the organization’s talent development strategy through coordination with the HR Leadership Team. This position will collaborate with HR in talent management initiatives, including performance management, career pathing, succession planning and leadership development.

Responsibilities include but not limited to: 

Talent Management Support:

a. Identify, assess, and plan for talent gaps within the organization and lead enhancement in individual skills, capabilities, and engagement within the organization.b. Support leadership in assessing individual and team development needs.c. Coordinate with leaders and HR to create individualized development plans. d. Partner closely with Education & Training as appropriate to design development options (training, coaching, mentoring etc.) based on skills gap assessment.e. Evaluate and refine talent development strategies based on feedback, changing business needs, and industry trends. This involves staying updated with best practices and evolving methodologies.f. Provide training to strengthen the role of HR and People Leaders as functional talent managers as well as offer regular education support on talent and performance cycles to ensure that corporate talent and performance management guidelines are consistently applied.

Performance Management:

a. Evaluate, develop, and implement a performance management process to support talent management objectives with a basis in SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals and progress tracking.b. Collaborate and provide support to leaders related to establishing performance metrics, conducting performance evaluations, and providing constructive feedback to employees. c. Ensuring that individual and team development goals are aligned with the overall strategic objectives of the organization.

Career Pathways & Succession Planning:

a. Utilize PHS framework to execute succession planning programs for leadership and other roles to support identification of talent within the organization. b. Execute and embed career conversations within the organization through documented career pathways and conversation guides. Assist employees in understanding these paths by providing resources and guidance for career growth, skill-building, and advancement opportunities.c. Collaborate and support Employee Education Assistance programs in alignment with other employee development initiatives throughout the organization. d. Provide coaching, mentorship, and guidance to employees seeking professional growth in partnership with their leadership team. e. In partnership with HR Leadership create talent plans by identifying and preparing successors for key leadership positions. This involves grooming and providing opportunities for growth to potential candidates.

Leadership Development:

a. Provide coaching and mentorship programs to help employees grow professionally. This involves offering guidance, support, and resources to enhance skills and overcome challenges.b. Recognize individuals with leadership potential by assessing skills, competencies, and qualities that align with leadership roles.c. Foster an environment that values and encourages leadership at all levels. This involves instilling leadership qualities not only in designated leaders but throughout the organization.

d. Utilize data analytics to assess performance trends, identify skill gaps, and make informed decisions informing talent development strategies and suggest training interventions. Analyze performance data to understanding patterns and areas that need attention.e. Evaluate the effectiveness of leadership development programs by measuring the impact on individual growth, team performance, and overall organizational success.f. Ensure the completeness and accuracy of talent and performance data within the organization to support all local and organization-wide talent reviews.

Qualifications

• Bachelor’s degree in human resources, Organizational Leadership, Organizational Psychology, Education, or related field (Master’s preferred).
• Certifications in talent development or relevant areas are a plus.
• 3-5 years of experience leading a talent development and/or training function in a large organization.
• Experience in older adult services is a plus.
• Proven track record of developing successful talent programs to include talent development, progression, and succession.
• Strong understanding of adult learning principles and instructional design.
• Ability to collaborate with cross-functional teams.
• Familiarity with learning management systems (LMS) and e-learning platforms.
• Strong interpersonal/relationship building, influence and collaboration skill.
• Excellent communication, presentation, and interpersonal skills.
• Demonstrated ability to read, write, speak and understand the English language to communicate with all customers

About PHS

Based in St. Paul, Minnesota–Presbyterian Homes & Services (PHS) is a nonprofit, faith-based organization providing a broad array of high-quality housing choices, care options and services for older adults. There are over 7,500 team members like you at PHS, serving more than 26,000 older adults through 60 PHS-affiliated senior living communities in Minnesota, Iowa and Wisconsin, and through Optage® and other community services. PHS is also co-owner of Genevive®, the largest geriatric primary care practice in MN, providing comprehensive care for over 15,000 older adults. An Innovative Leader: Established in 1955, PHS has earned the reputation as an Innovative Leader dedicated to promoting independence, purposeful living, and overall well-being. PHS is now one of the largest nonprofit senior housing and services providers in the US.Our strong focus on our employees, means we are committed to an environment where you are valued and empowered to make a difference. With a strong commitment to team growth from within, roughly 80% of leadership roles are filled through the development of people like you. To learn more about PHS culture, benefits and team development, we invite you to visit the "Careers" section of our website.Let's get you started.

PHS is an EEO/AA employer. All applicants will receive consideration for employment regardless of their race, color, creed, religion, national origin, sex, sexual orientation, disability, age, marital status, or status with regard to public assistance.