Talent Development Coordinator Job Description

Talent Development Coordinator Job Description

Company: Northwestern Michigan College Salary Grade: 14 Functional Job Title: Talent Development Coordinator Effective Date: 9/23/2013

Functional Job Code: TALDEVCOOR Pricing Method: Internal

Exemption Status: Not Determined

Position Summary

The position develops, coordinates and conducts training and professional development programs for all employees, including administering performance management and training/development software.

Essential Responsibilities

(Critical) Researches, designs and implements effective methods to educate, enhance performance and recognize performance.

(Critical) Develops learning activities, audio-visual materials, instructor guides, and lesson plans.

(Critical) Conducts needs assessments to determine measures, training and staff development required to enhance employee job performance and overall College performance.

(Critical) Coaches employees and supervisors in performance management and performance improvement processes.

(Critical) Facilitates multi-rater assessment process, helps analyze outcomes and develops professional development plans and strategic professional development to minimize individual or organizational skill gaps.

(Critical) Serves as the primary administrator for performance management and training/development software by coordinating communication to employees, implementation of software, support cases, upgrades to system and training sessions for end users.

(Critical) Reviews evaluations of training courses, objectives, and accomplishments.

(Critical) Consults with management on performance, organizational, and leadership matters.

Foundational Competencies

ETHICAL BEHAVIOR AND INTEGRITY Displays honesty, trustworthiness, and ethical behavior. Earns respect. Behaves in a straightforward manner with others with no hidden agendas. Builds trust and credibility through reliability and

authenticity. Leads by example; words and actions are consistently aligned.

COMMITMENT TO LIFELONG LEARNING Actively pursues learning and development. Stays current in content area, acquiring and refining technical and professional skills.

COMMITMENT TO QUALITY SERVICE, RESPONSIBLE STEWARDSHIP, CONTINUOUS IMPROVEMENT Displays a commitment to excellence and to providing quality service to learners, co-workers, or others they serve. Consistently seeks feedback and looks for ways to improve service, promote quality, and make effective use of college resources.

CREATING/CONTRIBUTING TO A CULTURE OF INNOVATION and THOUGHTFUL RISK-TAKING Creates/contributes

to an environment of safety and trust. Seeks to solve problems rather than affix blame. Willing to experiment and learn.

AGILITY/ ADAPTABILITY/ TOLERANCE FOR AMBIGUITY Easily adjusts to organizational and environmental changes;

adapts responses and tactics to shifting or evolving situations; deals effectively with ambiguity and uncertainty.

VALUING ALL PEOPLE Genuinely interested in others. Shows concern and empathy for others. Shows patience, understanding, and acceptance of people with varied backgrounds and perspectives. Treats learners, co-workers, and direct reports respectfully and fairly.

COLLABORATION/TEAMWORK Actively and enthusiastically works with others to achieve a shared common goal. Gives credit and recognition to those who have contributed. Shares information and own expertise with others to enable them to accomplish group goals. Creates a sense of belonging in the team, a culture of inclusion. Collaborates across boundaries.

Looks at problem solving at the institutional level (not just in own area or department). Open to sharing resources, working with other departments and organizations.

ACCOUNTABILITY/PERSONAL RESPONSIBILITY Meets commitments and keeps promises; gets things done.

Acknowledges and learns from mistakes. Holds self and others accountable. Takes responsibility for achieving goals.

General Competencies Level

Building Effective Relationships Competency Source: Internal Importance: Very Important

Proficient

Relates well with all kinds of people in a variety of situations.

Develops and maintains effective communication and relationships. Demonstrates understanding, friendliness, courtesy, tact, and empathy to others. Is approachable; makes time for others. Is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.

Level 3 Proficient: Excellent interpersonal skills; understands how he/she is perceived by others; reads a social situation and responds appropriately; adjusts own behavior in response to others' non-verbal cues; understands why people and groups behave the way they do; gives constructive feedback in a way that produces positive change rather than resentment or anger;

provides direct, specific feedback respectfully and in a timely manner.

Communications / Active Listening Competency Source: Internal Importance: Critical

Proficient

Has good sense of who needs to know what and keeps others informed. Communicates in a clear, concise, organized, and compelling manner. Gives others their full attention; listens without interrupting. Seeks to understand others' points of view.

Interprets both the words spoken and the non-verbal cues used by others.

Level 3 Proficient: Accurately hears implied as well as expressed messages; accurately interprets non-verbal cues;

communicates more complex information effectively; adjusts vocabulary and approach to improve understanding; speaks and/or writes in a well-organized, clear, and concise manner.

Global Awareness / Internationally Skilled Competency Source: Internal

Importance: Very Important

Basic+

Understands the complexities and interdependency of world events and issues. Understands one's own culture and history in relationship to others. Is open to new opportunities, ideas and ways of thinking. Is self- aware about identity and culture;

demonstrates sensitivity and respect for differences.

Level 2 Basic +: Somewhat greater than Basic: Demonstrates sensitivity and respect for cultural differences.

Strategic Understanding / Leadership Competency Source: Internal

Importance: Very Important

Basic+

Explains how their role supports NMC's mission and vision.

Recognizes opportunities to help the organization accomplish its goals. Considers a broad range of internal and external factors in establishing goals and priorities. Consistently ensures a fit between individual or group actions and the organizational mission/strategy.

Level 2 Basic +: Somewhat greater than Basic: Understands the

mission and vision of the organization and works to implement

this within the context of individual role and immediate work

group; understands personal contribution to the department and

the department's role in the organization.

Functional Competencies Level Business Knowledge / Business Sense / Understands How Business Works (Generic)

Competency Source: Internal Importance: Very Important

Basic+

Understands NMC's financial model—the elements that affect NMC's financial viability/sustainability. Knows how businesses work. Knowledgeable about how policies, practices, trends, technology, and information affect an organization. Knows the competition. Is aware of how strategies and tactics work in the marketplace.

Level 2 Basic +: Somewhat greater than Basic: Knows current market conditions; identifies trends in their field;

applies best practices within the organization.

Consulting Skills (Human Resources) Competency Source: HRToolbench Importance: Very Important

Proficient

Applies listening and questioning techniques to identify employee needs and related information in order to make recommendations in such areas as benefits, retirement, job performance, personal issues, etc. Collaborates with managers on workforce planning and development. Works with managers to resolve issues or problems including disciplinary action, application of policies and procedures, potential new hires, probationary employees, performance issues, etc.

Level 3 Proficient: Uses open-ended questions to establish real issues employees or managers need to address; identifies and clearly communicates appropriate standards, policies and procedures that need to be applied; suggests alternatives where possible and makes recommendations for effective resolution or solutions to moderately complex problems.

Customer Service Focus (Generic) Competency Source: Internal

Importance: Critical

Proficient

Is positive and professional in appearance and demeanor.

Personifies role model as a service provider. Responds to customer needs with respect and courtesy. Respects diverse groups. Takes ownership of customer concerns or problems. Offers sincere apologies and makes genuine attempts to fix problems. Quickly resolves customer service problems to the extent of employee's authority. Is a creative solution finder. Confidentiality is kept. Patiently and effectively deals with angry customers. Looks at things from the perspective of the learner/customer.

Confronts negative attitudes of co-workers.

Level 3 Proficient: Addresses challenging customer service issues effectively; enlists the help of others to develop creative solutions to non-routine problems.

Employee and Supervisory Development and Training (Human Resources)

Competency Source: HRToolbench Importance: Critical

Advanced

Defines and identifies training needs; plans and develops Individual Development Plans (IDPs); locates and evaluates training programs; leads or develops training using established principles of instructional design and adult learning.

Level 5 Advanced: Advises others on how to design, develop and implement training; identifies when training is and is not the best solution; is sought by others to advise on the best application of employee training and

development to address complex needs.

Knowledge of HR Disciplines (Human Resources) Competency Source: HRToolbench

Importance: Critical

Proficient+

Possesses knowledge of major HR functions such as interviewing, recruiting and selection, benefits

administration, compensation, labor relations, training and development.

Level 4 Proficient +: Somewhat greater than Proficient:

Possesses thorough knowledge of most HR disciplines

and can apply knowledge in two or more functions as

needed.

Measuring Results (Generic) Competency Source: Internal Importance: Very Important

Proficient

Can identify useful outcome and process measures.

Disciplined in listening to learners, stakeholders;

monitoring measures. Can conceptualize, apply, analyze, synthesize, and evaluate information gathered from observation, experience, reflection. Can use

measurements to make sound decisions, judgments, and/or predictions.

Level 3: Able to determine what measures will be most useful in assessing “success” for their unit or team;

designs feedback loops and tracking processes into work;

uses findings for continuous improvement efforts.

Performance Management (Human Resources) Competency Source: HRToolbench

Importance: Critical

Advanced

Administers performance management programs by providing advice and guidance to managers and supervisors on plan development, performance evaluation, and handling performance deficiencies.

Level 5 Advanced: Is recognized as a leading authority in performance management; identifies and resolves critical issues and problems related to employee performance;

sought by others to explain the most recent developments and resolve the most complex issues concerning

employee performance and the management thereof.

Presentation Skills (Generic) Competency Source: Internal Importance: Critical

Proficient+

Makes clear and effective formal presentations. Uses audiovisual aids, technology tools, and other supporting material effectively. Adapts communication for different audiences. Handles questions and answer sessions well.

Level 4 Proficient +: Somewhat greater than Proficient:

Presents facts and ideas clearly and concisely in a well- organized sequence; speaks formally with confidence and ease when presenting new topics; uses visual aids effectively to emphasize points; fields spontaneous questions effectively.

Technology Skills (Generic) Competency Source: HRToolbench Importance: Critical

Proficient

Knows when and how to use tools appropriate for the job such as computers and appropriate software, e-mail, etc.

Uses technology without assuming that technology solves problems.

Level 3 Proficient: Is considered knowledgeable regarding work-related technology; called upon to troubleshoot relatively simple problems.

Leadership Scope

Supervises a single work unit within a department, or is an intermediate-level professional individual contributor.

Activities

 Instruct and train others

 Share special or technical information with others

 Guide or facilitate projects

 Bring commitment and drive into the workplace.

 Lead by example

 Serve as a spokesperson or advocate

 Assign work activities

Subordinates Direct:

Indirect:

Tools and Equipment

Desk Top Computer Printer

MS Power Point Projector

MS Word Telephone

Education and Experience

Education: Four year Bachelor's Degree Experience: Between 2 and 5 years Work Environment

Lifting Activities Weight Height Distance Frequency

Most Frequently Lifted Object Under 10 lbs. Waist level 1 - 9 feet Several times per day Heaviest Object Lifted 20 - 29 lbs. Waist level 1 - 9 feet Occasionally

Non-Lifting Repetitive Activities

 Gripping Several times per day

 Sitting Several times per day

 Standing Several times per day

 Talking Continuously

 Typing Several times per day

 Walking Several times per day

 Writing Several times per day

Other Physical Demands

 Muscular endurance

 Prolonged visual work

Mental Demands

 Complicated Planning

 Exercising Independent Judgment

 Minimal Guidance or Direction

 Performing Multiple Functions/Activities

 Persuading Others

Other Challenges

 Production deadlines

 Safeguarding organization assets and property

Licenses, Professional Certifications and Other Qualifications Bachelor's degree required

Certified Professional in Learning and Performance (CPLP) preferred

Experience assessing and analyzing organization-wide competencies and developing training and development opportunities preferred

Experience developing workforce metrics and models preferred Experience working with HR or Talent Management software required Instructional design experience preferred

Professional in Human Resources (PHR) certification preferred

Senior Professional in Human Resources (SPHR) certification preferred Contacts with Others

Internal Contacts Purpose Frequency

Employees in your own work unit or department Direct Activities Daily

Employees in your function Interact with or advise Daily

Managers in your function Interact with or advise Daily

Senior executives in your function Interact with or advise Several times per week Employees in departments outside your function Share Information Daily

Managers in departments outside your function Share Information Daily

Senior executives outside your function Investigate or Research Once per week

External Contacts Purpose Frequency

Vendors, Suppliers, Subcontractors Share Information Once per week