Performance & Talent Development Specialist

Teso Life•New York, NY

11d•Onsite

About The Position

The Performance & Talent Development Specialist supports the Company’s performance management, talent development, leadership development, and HR/workforce compliance training programs. The role coordinates quarterly performance processes, talent reviews, development planning, and required HR training activities. This position partners with HR and business leaders to maintain consistent performance practices, identify capability gaps, support employee and leadership development, and ensure required HR and workplace compliance training is delivered and documented. The role focuses on people, leadership, performance, and HR compliance development. Store operational SOP and technical job training remain owned by Operations or the applicable business function.

Requirements

Knowledge of performance management processes and practices.
Understanding of learning and development principles, leadership development, talent review, succession planning, and IDPs.
Familiarity with HR policy and workplace compliance training.
Strong facilitation, presentation, written, and verbal communication skills.
Strong organization, project coordination, and follow-through.
Ability to analyze HR data and prepare clear reports.
Proficiency in Excel, PowerPoint, and Word; HRIS/LMS experience preferred.
Ability to handle confidential employee and talent information appropriately.

Nice To Haves

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field preferred.
Equivalent education and relevant HR/talent development experience may be considered.
2–4 years of experience in Human Resources, Learning & Development, Talent Management, Performance Management, or a related HR function preferred.
Experience coordinating performance review or employee development programs preferred.
Experience developing or facilitating employee or manager training preferred.
Multi-location or retail organization experience is a plus.

Responsibilities

Support coordination and administration of quarterly performance review cycles, including timelines, communications, documentation, completion tracking, and follow-up.
Support goal-setting and performance evaluation processes to promote consistency across departments.
Prepare performance reports and identify incomplete, overdue, or inconsistent evaluations.
Prepare data and materials for performance calibration discussions.
Track development and improvement actions resulting from performance reviews.
Analyze performance results to identify recurring capability and development gaps.
Support design and delivery of leadership development programs for supervisors, managers, and emerging leaders.
Develop training content, facilitator materials, participant guides, and development tools.
Coordinate leadership workshops, manager training, coaching sessions, and development activities.
Partner with HR and business leaders to identify leadership capability gaps and recommend development solutions.
Measure participation, completion, feedback, and effectiveness of leadership development programs.
Coordinate and deliver required HR and workplace compliance training.
Support training on workplace conduct, harassment prevention, professional behavior, attendance expectations, performance management, manager responsibilities, and Company HR policies.
Maintain the annual HR compliance training calendar and completion records.
Track mandatory training completion and follow up on overdue requirements.
Update HR training materials based on policy, regulatory, or organizational changes.
Partner with Employee Relations on training needs identified through workplace trends or recurring issues.
Coordinate training schedules, invitations, attendance, acknowledgments, and completion records.
Maintain training materials, development tools, templates, and program documentation.
Support learning needs assessments using performance data, talent reviews, employee feedback, and leadership input.
Collect participant feedback and evaluate training effectiveness.
Track training KPIs and prepare periodic training and development reports.
Maintain accurate performance, talent, succession, IDP, and training data.
Prepare monthly and quarterly dashboards and management reports.
Identify trends, completion gaps, capability risks, and development priorities.
Ensure records are complete, confidential, organized, and audit-ready.
Escalate significant gaps, overdue requirements, or data integrity concerns to the appropriate HR leader.