Talent Development Specialist

MHC•Burnsville, MN

2d•$90,000 - $110,000•Hybrid

About The Position

MHC is a global provider of AI-powered SaaS solutions for document and payment automation, purpose-built for highly regulated industries. MHC helps organizations improve efficiency, ensure compliance, and modernize customer communications at scale. Customers use MHC solutions to generate more than 10 billion documents and process billions in AP payments annually. We are committed to our customers’ success, and it shows. Recognized as a Leader in multiple G2 reports and named to multiple analyst reports (Gartner, IDC, Aspire, Aragon), MHC is poised for accelerated growth and continued market share expansion. For additional information visit: https://www.mhcautomation.com As the Talent Development Specialist, you will lead the talent lifecycle for our global SaaS organization — owning recruiting, talent reviews, and learning & development. This role is being added to strengthen our ability to hire ahead of growth, build manager capability, and embed structured talent and development programs as we scale. This role partners closely with people leaders to translate business priorities into hiring plans, capability roadmaps, and high-performing teams.

Requirements

Demonstrated experience leading talent reviews, succession planning, and manager/leadership development programs.
Proven ability to build L&D programs from scratch or scale them — practical, business-aligned, and measurable.
Strong business acumen and ability to influence leaders with data and insight.
Experience supporting global teams and partnering across geographies; comfort working with EOR-employed populations a plus.
Excellent communication and facilitation skills; able to coach managers and present to executives.
3-5 years of progressive experience across talent acquisition, talent management, and/or learning & development, with at least 2 years owning a recruiting function in a high-growth tech or SaaS environment.
Proficiency with ATS, HRIS (BambooHR a plus), and LMS platforms.
Hands-on full-cycle recruiting experience, including sourcing strategies, structured interviewing, and offer negotiation.
Bachelor's degree or equivalent experience

Nice To Haves

SHRM-CP / PHR / CPLP / equivalent certifications a plus.

Responsibilities

Partner with hiring managers to define role requirements, write job descriptions, and design efficient hiring processes.
Manage full cycle recruiting for key roles (sourcing, interviewing, offers).
Collaborate with external recruiters and platforms to scale hiring globally.
Ensure a strong candidate experience aligned with our brand and values.
Lead the design and facilitation of company-wide talent reviews, including succession planning, high-potential identification, and bench strength assessment.
Partner with managers and leaders on calibration, performance differentiation, and development planning.
Drive career pathing and role architecture across functions in partnership with the HR team.
Support performance management cycles with frameworks, manager enablement, and data-driven insights.
Surface flight-risk, retention, and capability gap insights to leadership with recommended actions.
Serve as a thought partner to leaders on team design, role definition, and workforce planning in collaboration with the HR function.
Translate strategic plan priorities into actionable talent and development initiatives.
Support change management for org shifts, restructures, and growth initiatives — particularly the people-readiness and capability-building dimensions.
Partner with the People team on programs that connect hiring, development, and culture (e.g., onboarding experience, mentorship, recognition tie-ins to development).
Act as a culture ambassador, ensuring our values are embedded in how we hire, develop, and promote people.
Build and execute the L&D roadmap aligned to company priorities — with an emphasis on manager and leadership capability.
Design, source, and deliver learning programs (new manager onboarding, leadership development, role-based skill building, and AI enablement).
Curate and operate the learning ecosystem with internal learning resources and agents.
Partner with leaders to identify capability gaps and translate them into targeted learning interventions.
Measure learning effectiveness through participation, application, and business outcome metrics

Benefits

Workplace Flexibility
401(k) Plan: Deferred and Roth options available to help you save for retirement, with a generous employer match of 50% up to maximum of 4.5% of gross pay.
Medical Plans: Comprehensive co-pay or HSA coverage options to keep you and your family healthy.
Dental and Vision Plans: Access to a large network of providers for dental and vision health.
Daycare and Medical FSA/HSA: Save on eligible daycare and healthcare expenses with our flexible spending and health savings account plans.
Group Term Life Insurance: Coverage of $50,000 to provide peace of mind.
Generous Paid Time Off (PTO) Policies: Ample time to relax and recharge.
Employee Assistance Program (EAP): Support for personal and professional challenges.
Additional Life Insurance
Critical Illness Insurance
Accident, Cancer & Hospital Indemnity Insurance
Legal/ID Shield
Pet Insurance
Parental Leave: If your state offers a paid family or medical leave program, you will have access to those benefits. For employees in states without a state program, we offer: Four weeks of paid paternity leave, available after one year of employment, with partial eligibility beginning at six months. Twelve weeks of paid leave for the birth parent, eligibility rules apply.