Talent Development Manager

Family First Washington State•University Place, WA

5d•$85,000 - $90,000

About The Position

The Talent Development Manager builds and manages Family First’s organization-wide onboarding, learning, training, and employee-development programs. The role ensures employees are prepared to succeed from the beginning of employment and have access to consistent, role-appropriate learning throughout their careers. The manager leads development of scalable training infrastructure for caregivers, administrative employees, managers, and organizational leaders, and directly supervises the Onboarding Specialist(s). This is a hands-on position responsible for assessing learning needs, building programs, developing content, facilitating training, measuring effectiveness, and continuously improving onboarding and learning systems. The manager owns the overall employee onboarding program, caregiver and HCA workforce development pathways, manager and leadership development, career learning pathways, learning-management-system administration, training compliance and measurement, and supervision of onboarding staff. The position reports regularly to the HR Manager and partners with HR, Home Care leadership, hiring managers, and operational leaders. Ownership of employee performance management, corrective action, PIPs, and employee relations remains with the HR Manager.

Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, Business, Adult Learning, or a related field, or an equivalent combination of education and experience.
Experience developing and delivering employee training or organizational learning programs.
Strong facilitation and presentation skills.
Experience creating training content and learning resources.
Strong project-management and organizational skills.
Demonstrated ability to work effectively with employees and leaders at different organizational levels.
Ability to translate organizational needs into practical training programs.

Nice To Haves

Experience in home care, healthcare, senior services, behavioral health, or another regulated workforce environment.
Experience managing employee onboarding programs.
Experience working with learning management systems.
Experience developing manager or leadership training.
Experience supervising onboarding, training, or learning staff.
Knowledge of adult-learning principles and instructional design.

Responsibilities

Develop and maintain an organization-wide learning and development strategy.
Assess training needs across departments and positions.
Develop annual training priorities in partnership with the HR Manager and operational leaders.
Build structured, role-appropriate learning pathways.
Develop training materials, courses, facilitator guides, tools, and supporting resources; facilitate training when appropriate.
Identify opportunities to improve employee capability, consistency, and readiness as the organization grows.
Own the employee onboarding program following hire and directly supervise the Onboarding Specialist(s).
Establish onboarding standards and expectations, develop role-specific plans and checklists, and coordinate onboarding with HR and hiring managers.
Ensure employees receive the information, training, tools, and resources needed to become productive, and evaluate and improve onboarding effectiveness.
Partner with Home Care leadership on caregiver training; develop caregiver training pathways and resources, support HCA training coordination and completion, monitor completion and gaps, and partner on regulatory or job-specific training requirements.
Develop training for new managers and supervisors and create leadership-development curriculum and resources aligned with Family First’s culture, mission, values, and growth strategy.
Develop career learning pathways and role competency expectations, create career-progression resources, partner with managers to identify skill gaps, and support succession and leadership-development initiatives.
Administer and improve the learning management platform, including training assignments, curricula, learning records, completion reporting, and systems for tracking required and developmental learning.
Establish onboarding and training reporting, monitor required training completion, communicate gaps to leaders, evaluate program outcomes, and track completion, time-to-readiness, learner feedback, and participation.
Provide regular reporting to the HR Manager.
Supervise and develop the Onboarding Specialist(s), establish onboarding priorities, workflows, service standards, and expectations, maintain appropriate coverage and consistency, and develop the role as workforce needs evolve.