Talent Manager

Epika Fleet Services, Inc.•,

17d•$100,000 - $120,000•Remote

About The Position

The Talent Manager builds and runs the organization’s talent development infrastructure, from onboarding through leadership readiness. The role owns training strategy, onboarding, technical training, apprenticeship and career pathing programs, talent development, and performance management across a multi-entity organization with a mixed hourly and salaried, field-based workforce. The ideal candidate is a hands-on builder who can design programs from scratch, work with moderate resources and limited existing infrastructure, and lead a small team while remaining involved in content and delivery.

Requirements

Bachelor’s degree in HR, Organizational Development, Education, or a related field, or equivalent experience.
At least 5 years of progressive experience in talent development or training, including program design and team leadership.
Resourcefulness and ability to build programs with moderate resources and limited existing infrastructure.
Strong critical-thinking skills and willingness to question or challenge the status quo.
Experience with apprenticeship program design, LMS platforms, and performance management systems.
Excellent facilitation, instructional design, and stakeholder communication skills.
Strong business partnership skills and ability to engage employees at all organizational levels.
Ability to lead, coach, and develop a team of Onboarding Coordinators and Technical Trainers in a remote or distributed structure.
Comfort operating remotely while maintaining team cohesion and collaboration.
Ability to set team priorities, distribute workload, and establish performance expectations, and to address non-performance promptly.
Hands-on approach to content creation and delivery.

Nice To Haves

Experience designing programs for a mixed hourly and salaried workforce and/or a field-based, multi-location Technician workforce.

Responsibilities

Establish and maintain a three-year training roadmap aligned with business and operational strategy across all entities and regions.
Assess training effectiveness and adjust content based on field feedback, performance data, and evolving operational needs.
Manage the new-hire onboarding program end to end, including content development and delivery.
Establish onboarding processes for all positions, including Technician transitions from pre-hire to technical training and 30-60-90-day onboarding for salaried employees.
Drive employee engagement during onboarding to improve retention and time to productivity.
Identify opportunities to use technology to improve onboarding.
Develop Technician onboarding and ongoing training curricula with Technical Trainers and ensure high-quality delivery.
Develop train-the-trainer programs to expand Technical Trainer capacity across regions.
Identify changes in technology and repair processes and update training curricula accordingly.
Establish mentor programs pairing tenured technicians or leaders with newer employees or High Potential participants.
Develop and manage a Technician apprenticeship program, including curriculum, progression milestones, and certification or credentialing pathways.
Partner with Talent Acquisition to build relationships with technical and vocational schools, Department of Labor apprenticeship resources, and industry associations to develop an apprenticeship candidate pipeline.
Use apprenticeship experiences in future marketing efforts for apprentice candidates.
Develop and manage the Company’s High Potential program, including identification criteria, development plans, mentor identification and assessment, curricula, and impact measurement.
Design leadership development content for Manager, Director, and VP-level competency progression and establish an ongoing cadence of content delivery to leaders.
Lead Talent Reviews at all organizational levels, including succession-planning process design and calibration facilitation in partnership with the CHRO.
Develop and manage career pathing frameworks across the organization, including field and technician roles and Field Support functions.
Create clear, understandable, and achievable growth paths that support retention and internal mobility.
Own and optimize performance management, including cycle design, tools and templates, manager enablement, and calibration support.
Own the Technician 30/60/90-day assessment framework and partner with field leadership to achieve 100% completion.
Partner with the Compensation lead to establish correlations between performance and pay adjustments.
Build and maintain an LMS strategy and technology approach suited to a distributed, mobile field workforce.
Design and track talent development KPIs, including onboarding completion and retention, apprenticeship graduation, High Potential advancement, and internal fill rates; regularly report results to the CHRO and executive team.
Lead, coach, and develop a team of Onboarding Coordinators and Technical Trainers across a remote or distributed structure.
Set team priorities, distribute workload, establish performance expectations, and address non-performance in a timely manner.
Stay hands-on with content creation and delivery rather than focusing solely on program oversight.