
Senior Talent Development Specialist
2 days ago
This role plays a key part in supporting Agility Logistics' talent development initiatives. As a Senior Talent Development Specialist, you will be responsible for designing, developing, and delivering high-quality learning and development programs to enhance employee skills and knowledge.
Your Responsibilities:- Design, develop, and deliver engaging and effective learning programs (e.g., workshops, webinars, online courses) to meet business needs.
- Conduct needs assessments to identify training gaps and determine appropriate learning solutions.
- Map learning needs to development opportunities and issue personalized development plans.
- Develop and maintain a comprehensive training library and learning management system.
- Track and measure the effectiveness of training programs and identify areas for improvement.
- Research, review, recommend, and upload learning content on the learning management system.
- Develop and maintain an annual learning calendar that aligns with business priorities and employee development needs.
- Develop and implement individual development plans (IDPs) and Career Development plans (CDPs) for employees.
- Support adoption of the competency framework in existing HR processes.
- Assist in the company's cohort-based internship program and coordinate arrangements where necessary.
- Support the implementation of the annual performance management process, including reviewing PR-related data, following up, and reporting on status and preparing offline PR rating sheets.
- Provide guidance and support to managers on performance management best practices.
- Monitor new hires for enrollment in PM orientation.
- Assist in drafting, distributing, and filing documents related to performance management.
In this role, you will have the opportunity to work closely with leaders across the organization to identify and address talent needs, act as a strategic business partner, and provide HR expertise and guidance to support business goals and objectives.
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