Talent Integration & Development Specialist

Blackhawk Community Credit Union•Janesville, WI

About The Position

Talent Integration & Development Specialist plays a critical role in ensuring the long‑term success of new employees by providing structured support well beyond initial onboarding. This position is responsible for conducting scheduled check‑ins at key milestones, owning and evolving the mentorship program, and supporting the Learning & Development team (including L&D Specialists and the Content, Resource & Design Specialist) in delivering high‑quality training, documentation, and employee development experiences. Through observation, facilitation, collaboration, and data collection, this role strengthens retention, employee engagement, and overall organizational competency.

Requirements

Thorough knowledge of and extensive experience working within a bank and/or credit union.
Successfully pass the pre-employment credit and background screening.
Must be at least 18 years of age.
Utilizes good judgment and exhibits professionalism.
Demonstrates strong ability to work independently, multi-task and set effective priorities.
Demonstrates strong ability to work as a team in an inclusive and collaborative manner.
Possesses strong interpersonal skills, a positive attitude, and a desire to help people.
Ability to work with staff in a constructive, professional, confidential, and productive manner to improve processes and provide training opportunities.
Capable of having challenging conversations while maintaining tact, diplomacy, and professionalism. Acts as a role model to other employees of stellar service and purpose.
Exhibits excellent verbal, written and interpersonal communication skills.
Maintains and has a history of an acceptable reliability and attendance record.
Have a desire for personal, professional, and innovative development for self and others.
Pass the pre-employment drug test and background check.
Bachelor’s Degree in a related field or an equivalent level of knowledge, skills and abilities typically acquired through work experience.
Three years of experience in a financial institution, preferably in a training or lead role.
Previous experience leading a team or project.

Responsibilities

Conducts structured 30‑, 60‑, and 90‑day check‑ins with new employees to assess confidence, progress, and developmental needs, following established L&D check‑in processes.
Completes 6‑month and 1‑year visits with employees to reinforce ongoing development and identify longer‑term support needs.
Documents trends, feedback, and progress to inform training enhancements and support proactive intervention.
Collaborates with managers and mentors to ensure new employees receive timely coaching and necessary resources.
Oversees the end‑to-end management of the mentorship program, including mentor selection, onboarding, communication, development of resources, and ongoing touchpoints.
Provides guidance and support to mentors to ensure quality employee development.
Measures program effectiveness and updates program structure based on feedback, performance trends, and organizational needs.
Facilitates training sessions in partnership with L&D Specialists, including onboarding modules, system training, role‑specific learning, and refresher courses.
Assists with preparation, coordination, and delivery of training materials, tools, and classroom resources.
Provides escalation support by identifying and communicating training gaps, user challenges, and common knowledge deficits observed during check‑ins or field visits.
Collaborates on training development updates, pilot programs, and post‑training assessment activities.
Offers support in gathering frontline insights on procedural clarity, workflow challenges, and system navigation questions to assist with documentation accuracy.
Assists with editing, reviewing, or formatting documentation or learning resources when needed in partnership with the Content, Resource, & Design Specialist.
Identifies opportunities for procedural or documentation improvement based on employee feedback and direct observation.
Conducts in‑branch or in‑department performance observations to assess applied learning, confidence, and readiness for role independence.
Evaluates soft‑skill performance, compliance behaviors, and procedural accuracy to support targeted coaching.
Partners with managers, mentors, HR partners, and L&D Specialists to ensure transparency around employee progress, challenges, and developmental needs.
Acts as an advocate for new employees, ensuring their concerns and feedback are communicated to appropriate stakeholders.
Tracks success metrics related to new hire integration, mentorship effectiveness, and ongoing support initiatives.
Provides summary reports, insights, and recommendations to the Director of Learning & Development to drive enhancements to training programs and support structures.
Supports evaluation of training program effectiveness through observation insights, data trends, and employee feedback.
Pursues personal professional development opportunities within the L&D industry.
Maintains knowledge of adult learning trends, instructional methodologies, and credit union operational updates.
Actively attends meetings and training sessions to remain up to date and maintain knowledge of policies, regulations, procedures, products, and legal requirements, including but not limited to the Bank Secrecy Act (BSA) and Office of Foreign Assets Control (OFAC) policies and regulations. Follows processes and procedures established to ensure compliance with the Bank Secrecy Act (BSA). Completes required, annual BSA training to ensure comprehension of Branch Manager responsibilities that apply to BSA, including:
Other duties as assigned.