Specialist, Talent & Organizational Effectiveness
About The Position
The Talent & Organizational Effectiveness Specialist supports the development and implementation of talent and organizational development programs that strengthen organizational effectiveness, performance management, and talent management across CapMetro. This role focuses on developing and maintaining tools, frameworks, and processes that enable consistent, data-informed talent practices. The Specialist plays a key role in managing the performance management cycle, supporting succession planning activities, and conducting organizational analysis to identify gaps, trends, and opportunities. This includes partnering closely with HR Business Partners to gather insights, validate data, and ensure talent processes are implemented effectively across divisions. In addition, the role collaborates in designing organizational effectiveness resources, such as frameworks, assessments, and change adoption materials, to help align people and processes with agency goals. The Specialist ensures talent and org development programs are well-coordinated, documented, and measured, enabling leaders to make informed decisions about workforce planning and organizational health.
Requirements
- Bachelor's degree in human resources, business administration, organizational development, or a related field.
- Six (6) years of experience in human resources, including two (2) years leading organizational design, workforce planning, and/or change initiatives.
- Proficient experience using Microsoft Office Suite including Word, Excel, PowerPoint, Outlook, and Teams, or similar software
- Experience supporting or owning talent management processes such as performance management, succession planning, or career development.
- Demonstrated success in implementing change management strategies that result in sustained adoption.
- Strong organizational skills with the ability to manage multiple, concurrent priorities.
- Strong understanding of talent management processes, organizational effectiveness strategies, change management frameworks, and workforce planning methodologies.
- Experience in interpreting performance data and statistics.
- Proficiency with project management tools and Microsoft Office Suite.
- Strong knowledge of HR best practices, employment laws, and regulations.
- Exceptional interpersonal and communication skills, with the ability to build strong relationships at all levels of the organization.
- Strategic thinker with the ability to align HR initiatives with broader business objectives.
- Demonstrated ability to successfully and effectively collaborate with senior-level leaders.
- Excellent problem-solving and decision-making abilities.
- Highly organized with strong attention to detail.
Responsibilities
- Lead the design, coordination, and continuous improvement of performance management, succession planning, and career development processes.
- Develop and maintain tools, templates, and frameworks that enable consistent talent and organizational effectiveness practices across the agency.
- Conduct organizational analysis, such as workforce assessments and workforce data reviews, to support optimization recommendations and efforts.
- Collect, analyze, and report on talent, performance, and organizational data to identify trends, risks, and opportunities for improvement.
- Collaborate in succession planning activities by gathering data, tracking talent pipelines, and supporting readiness assessments in partnership with HRBPs.
- Contribute to workforce planning efforts through benchmarking, analytics, and insights shared with HRBPs and Talent Acquisition.
- Assess change impacts and readiness across departments; develop strategies to address resistance and build support.
- Prepare reports, dashboards, and summaries that enable leaders and HRBPs to make data-informed talent and organizational decisions.
- Partner with HRBPs and internal stakeholders to ensure alignment between talent/OD initiatives and business needs.
- Support Capital Metropolitan Transportation Authority’s Safety Management Systems (SMS) process by ensuring staff follows safety and security policies, considers safety in every action, and ensures safety and security concerns are reported.
- Perform other position related duties as required and/or assigned.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Number of Employees
251-500 employees
