Manager, Talent Development

Title: Manager, Talent Development
Classification: Full Time; Exempt
Location: Southern California (Hybrid)

Reports To: Senior Director, HR/L&D

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Position Overview

Job Summary:

We are seeking a thoughtful and experienced Manager, Talent Development, to join our HR team in fostering a fair, high-performing, and engaged workplace. This role is responsible for advising and supporting managers and employees on a wide range of employee relations matters, including investigations, coaching, performance management, and employee experience initiatives. A key focus of this position is driving employee engagement and performance across the organization, including leading efforts such as the Employee Engagement Survey, Performance Management Program, and other employee experience strategies.

The ideal candidate is a strategic thinker with a strong employee advocacy lens, balanced with sound judgment and risk awareness. They will also play a central role in managing and improving our performance management programs. This role partners closely with HR leadership and cross-functional stakeholders to create a positive, compliant, and high-performing workplace culture.

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Essential Duties & Responsibilities, including but not limited to:

Employee Relations & Investigations

• Coach and advise managers on performance concerns, disciplinary actions, conflict resolution, and policy interpretation.
• Conduct fair, confidential, and thorough investigations into employee complaints, misconduct, and policy violations.
• Ensure consistent application of company policies and adherence to federal, state, and local employment laws, with a focus on California-specific requirements.
• Partner with legal counsel and senior HR leadership to resolve complex or high-risk cases.

Performance Program Management

• Lead and administer the company’s performance management program, including annual goal-setting, performance calibration, documentation tools, and PIPs.
• Collaborate with L&D and HR Business Partners to continuously improve the performance management process.

Employee Experience & Engagement

• Conduct and analyze stay interviews, exit interviews, and other employee experience touchpoints to gather actionable feedback.
• Lead the full lifecycle of the annual Employee Engagement Survey, from planning and administration to reporting and action plan development.
• Partner with department leaders to drive engagement improvements based on survey results.

Reporting & Insights

• Track and analyze employee relations trends, case resolution timelines, performance program participation, and engagement data.
• Deliver quarterly insights and recommendations to HR leadership to inform decisions around policy, culture, and compliance.

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Qualifications:

Experience

• Minimum 3 years of experience in Employee Relations, HR Business Partner, or HR Generalist roles, with a focus on employee relations and performance management.
• Experience leading employee engagement surveys and/or managing third-party survey platforms preferred.
• Industry experience in construction or similar environments a plus.

Education & Certifications (Preferred)

• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field.
• SHRM-CP, PHR, or equivalent
• Formal training in workplace investigations or employee relations practices

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Required Competencies

Technical & Professional Skills

• Strong working knowledge of California and federal employment law
• Skilled in conducting investigations and making sound, policy-aligned recommendations
• Experience managing performance management processes and survey cycles
• Proficiency in Microsoft Excel, HRIS systems, and survey tools; experience with ADP Workforce Now is a plus

Interpersonal & Communication

• Strong listening, coaching, and influencing skills
• Excellent writing and documentation abilities
• High emotional intelligence with the ability to build trust across all levels

Strategic Thinking & Ownership

• Ability to assess risk and balance business needs with employee fairness
• Highly organized, responsive, and proactive in handling sensitive matters
• Comfortable leading cross-functional efforts and working independently when needed

Work Environment

• Hybrid role based in Southern California
• Occasional travel to job sites or in-person meetings may be required