AgAmerica is seeking a Talent Development Manager to support the Talent Strategy for a farmer-focused, driven, and fun growing organization of 140+ employees across the country. This role will report directly to the Director of Talent Development and Strategy and will be charged with designing, developing, and executing talent strategy that creates a cohesive experience and development plan for all AgAmericans. This individual will be instrumental in developing and executing various talent management initiatives in support of AgAmerica’s Talent Strategy and HR objectives in a way that promotes the values of AgAmerica. This individual will play a crucial role in supporting the Director of Talent Development and Strategy in various aspects of talent management, leveraging their expertise in psychology and organizational behavior to help AgAmerica attract, develop, and retain top talent.

Job Details

Hire Date: ASAP
Position Type: Full-time
Compensation: Salary negotiable based on experience.
Benefits: Competitive benefits package, 401k with employer match, unlimited PTO policy, dog-friendly office. Great opportunity for an individual who is passionate about crafting talent initiatives catered to employee and organizational goals and motivated to broaden experience through leading a variety of initiatives under the Talent Strategy and HR umbrella.
Manager: Director of Talent Development and Strategy
Direct Reports: None at this time

Job Responsibilities

Talent Development Programs

  • Oversee the creation of competency frameworks and conduct job analyses to understand the KSAOs required to excel in roles across the organization.
  • Oversee and remodel existing performance management system to be inclusive of the competency frameworks and KSAOs identified through talent initiatives.
  • Have a clear understanding and passion to develop, motivate and engage employees while providing the training and resources needed to expand employee skillsets.
  • Responsible for the development of talent programs that aim to attract, measure, develop and manage all employees, with a strategic focus on leadership development.
  • Collaborate with key stakeholders to identify skill gaps and create targeted solutions, ensuring alignment with business objectives.
  • Manage multiple corporate initiatives, programs, and projects, and ensure alignment with the overall corporate and HR strategy, by establishing metrics to assess the success of these initiatives, programs, and projects. Works cross-functionally, across all areas of the business.
  • Manage all talent development efforts, including providing development support and coaching to leaders as needed.

Analytics and Organizational Growth

  • Responsible for collecting and analyzing talent-related data to provide insights to inform decision-making.
    • This could include conducting internal surveys to gather feedback, identify trends, and recommend initiatives that will inform our talent strategy.
    • Maintain the HRIS, implement process improvements, ensure data quality, and analyze and report on the data in the HRIS.
  • Partner across the Talent Team to develop assessments, surveys, analytics, learning events, and creation of support tools (SharePoint, MS Teams).
  • Utilize metrics and data analytics to measure the effectiveness and impact of Talent initiatives, making data-driven decisions for continuous improvement.
  • Support organizational initiatives aimed at improving overall effectiveness and efficiency.
  • Develop and execute comprehensive training and development strategies aligned with AgAmerica’s objectives, focusing on development and growth.

Training

  • Partner with Subject Matter Experts to determine training needs, course objectives and any necessary reporting requirements.
  • Serve as lead facilitator for all AgAmerica training initiatives, including new hire onboarding.
  • Set a positive, enthusiastic, hard-working tone for the company and continuously model that behavior.
  • Design and implement training content for all levels of employees.
  • Create and maintain training materials, including but not limited to, presentations, workbooks, quick reference guides, job/leadership aides, electronic resources, and learning assessments.
  • Serve as the primary system administrator for Learning Management System (LMS).

Required Qualifications

  • Bachelor’s degree in Human Resources, Industrial and Organizational Psychology, or Organizational Development and Leadership; post-graduate level degree in Human Resources, Industrial and Organizational Psychology, or Organizational Development and Leadership is preferred.
  • 5+ years of focused experience in Talent Management, Org Effectiveness, or Leadership Development.
  • Experience with strategic planning or organizational culture.
  • Experience with developing organizational-level strategies focused on future-facing goals using I/O Psychology principles.
  • Ability to work on multiple initiatives with strong attention to detail, organization, and time management.
  • Strong analytical skills – proficiency with MS Office Suite, specifically Excel.
  • Strong project and program management capabilities; ability to manage complex and ambiguous projects.
  • A quick-thinking, hard-working, and creative problem solver with strong strategic thinking skills and ability to collaborate and influence to achieve outcomes.
  • Strong communication skills to effectively relate across all levels in the organization.