Talent Development Manager

PRIMARY PURPOSE OF JOB

The Talent Development Manager is responsible for designing implementing and managing learning and development initiatives that support team member success. This role ensures team members have clear career paths necessary resources and effective development tools to strengthen retention and support organizational growth. The Talent Development Manager will immerse themselves in Southern Banks culture to cultivate a workforce that thrives advances and excels in their roles.

EXPECTATIONS OF ALL SOUTHERN BANK TEAM MEMBERS

• Southern Bank team members exhibit Southern Banks values, which can be remembered with the acronym FIRSTS. We teach our team members about our values in action which give further examples of how we can live out Southern Banks values. 
  • We act as a FAMILY We know were not a related family but we really care about people both personally and professionally. We like knowing that our skills our time and our efforts contribute to the overall success of those we spend time with every day.
  • We move with INNOVATION We push for better ways to solve problems. We are not afraid of a challenge were driven to develop new ideas and solutions using creativity and experience. We are committed to leading devising new solutions for all kinds of obstacles.
  • We are ROOTED Were from here. These communities are our home and we are deeply invested in making our hometowns the best that they can be. We are firmly committed to success in the places where weve known people our whole lives.
  • We prioritize SERVICE We put others above ourselves. We make intentional decisions and take action to benefit others be it in our daily work with our customers and fellow team members or in volunteering our time money and energy in our communities.
  • We build TRUST We strive to be reliable and trustworthy honest and transparent. We are dedicated to doing whats best for our team members our customers and our communities and they can be confident that we are who we say we are.
  • We are a source of STRENGTH We have a capacity and resilience that has come through years of experience and growth. We are able to support those who count on us and those who need us can rely on us.
• Ensures the confidentiality of customer non public personal information and secures information systems to comply with bank regulations.

ESSENTIAL FUNCTIONS AND PERFORMANCE AREA

Learning Management System 

• Lead the strategic management of Southern Banks Learning Management System LMS ensuring learning content remains aligned with evolving business needs and workforce capability goals.
• Track and maintain comprehensive records of team member course registrations and completions within the LMS.
• Collaborate with business unit leaders to understand what the team member needs to learn and identify modify and help create curriculum to suit those needs.
• Collaborate with the Marketing team to develop high quality relevant video training content for deployment within the LMS.
• Manage vendor relationships for the LMS including renewals external course purchases and required system updates.

Development Tracks

• Partner with department leaders to design implement and continuously refine clear actionable career pathways that promote team member growth and advancement while aligning with organizational goals and future workforce needs.
• Develop and facilitate well structured skills training initiatives that strengthen team member competencies and align with organizational learning objectives.
• Evaluate and authorize team member participation in seminars webinars and conferences based on relevance to organizational and professional development goals.
• Administer Southern Banks education and certification reimbursement program maintaining adherence to policy and supporting continued team member learning.
• Lead the creation and ongoing management of Southern Banks leadership development track ensuring it aligns with organizational goals and leadership competency standards.
• Provide guidance and resources to leaders to advance their own leadership growth and to effectively develop their teams.
• Stays current on emerging trends in training and development.

New Team Member Orientation

• Develop and manage the structure content and delivery of new team member orientation to promote a smooth and informed transition into the organization.
• Monitor and assess orientation survey outcomes to ensure the onboarding experience remains relevant effective and responsive to new hire needs.
• Build and mentor a network of orientation cohort leaders to strengthen onboarding delivery and enhance new hire engagement.

KNOWLEDGE, SKILLS AND ABILITIES

• Excellent written and verbal communication skills.
• Strong project management skills and the ability to manage multiple priorities.
• Proficiency in Microsoft Office Suite Word PowerPoint Excel.
• Ability to collect and analyze data and present cohesive actionable items upon review of the results.
• Strong interpersonal skills and the ability to work effectively with all levels of the organization.
• High degree of professionalism and confidentiality.
• Demonstrates exceptional attention to detail.

EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS

• Bachelors degree in business administration Organizational Management Psychology Education or a related field experience may be considered in lieu thereof. Minimum of 3 to 5 years of experience in human resources learning and development or a related area.
• Experience navigating Learning Management Software preferred.
• Experience managing learning and development projects preferred.
• Banking or financial industry experience preferred.

CORE COMPETENCIES

Exhibits Southern Banks values as further described through our values in action.

Continuous Learning: Actively identifying new areas for learning regularly creating and taking advantage of learning opportunities and using newly gained knowledge and skill on the job and learning through their application.

Information Monitoring: Setting up ongoing procedures to collect and review information needed to manage an organization or ongoing activities within it.

Initiating Action: Taking prompt action to accomplish objectives Taking action to achieve goals beyond what is required being proactive.