Talent & Leadership Development Specialist (Remote)

California FAIR Plan Association•Los Angeles, CA

7d•$100,000 - $105,000•Remote

About The Position

The Talent & Leadership Development Specialist designs, implements, and continually improves programs that strengthen leadership capability, employee engagement, and organizational effectiveness. The role supports organizational health by creating and delivering leadership development tools and resources, identifying talent development needs using employee sentiment and engagement insights, and partnering with business leaders on initiatives that foster a high-performance culture and long-term talent retention and growth. The specialist develops learning resources and development pathways, facilitates leadership and manager learning activities, supports succession planning and high-potential identification, and provides guidance on individual development. The position also manages external facilitators and reports program outcomes, gaps, and recommendations to senior leadership.

Requirements

Minimum three years of training and development experience.
Strong organizational skills, with a high level of accuracy and timeliness.
Excellent interpersonal skills, including strong verbal and written communication, effective team-building, and ease interacting with all levels of the organization.
Ability to multitask in a fast-paced environment while meeting critical deadlines.
Proficiency in Microsoft suite of products.

Nice To Haves

Bachelor’s degree in Organizational Development, Human Resources, or a related field preferred.

Responsibilities

Conduct ongoing leadership development interviews and conversations across the organization.
Create and update the development calendar for managers and supervisors.
Produce and update training materials, including learning sessions and hands-on manager skills workshops.
Identify gaps in leadership training and recommend ways to address organizational gaps to executives.
Define role levels, skills, behaviors, and example experiences.
Create and maintain manager and employee guides for development planning and internal mobility.
Source and manage external facilitators, including setting scopes of work, scheduling sessions, handling contracts, and managing registrations.
Design and facilitate monthly learning and leadership touchpoints and quarterly manager roundtables; report key results, gaps, and recommendations to executives.
Partner with department leaders on succession planning conversations and high-potential identification.
Publish and manage the leadership roadmap, career paths map, and calendar.
Develop leadership development initiatives and regularly report outcomes to senior leadership.
Coach or guide managers and high-potential employees on personal development plans, leadership growth, and performance challenges.
Design onboarding paths and learning plans for newly promoted or hired managers.
Encourage employees at all levels to take ownership of their professional development.