Talent Development Manager

Rumpke is a family-owned and operated company that ranks as one of the largest firms in the waste and recycling industry. Our mission is simple: to deliver exceptional waste and recycling solutions to our customers and communities through a commitment to safety, service, the environment and the growth of our people.

When you join Rumpke, you’ll be part of a team providing essential services to millions of residents, businesses, and neighborhoods. You will enjoy competitive pay and comprehensive benefits, including health, dental, vision, matching 401(k), life insurance, paid vacation, and more.

This is your opportunity to make a difference for you and your family. Come join our team!

The Talent Development Manager leads the design and delivery of enterprise learning, leadership development, performance management, and succession programs and manages the talent development team. Reporting to the Senior Manager, Talent Development and Sales Enablement, this position owns the execution of the talent development strategy, advises senior leaders on talent decisions, and serves as the function's delegate in the Senior Manager's absence. The role is accountable for results in retention, promotion readiness, and bench strength, and is responsible for the content, assessments, and analytics that support them.

Responsibilities of Position:

• Lead the talent development team and own execution of the talent development strategy: set priorities, assign work, manage performance and development of direct reports, and foster collaboration and recognition of exceptional performance
• Partner with senior and operational leaders to identify talent needs and deliver learning and development solutions that build the talent the business needs now and in the future; advise leaders on talent decisions and represent the function, including as the Senior Manager's delegate
• Lead the talent review and succession planning process end to end, including talent assessments, bench strength reporting, and development plans for identified successors
• Own the performance management process, including evaluations, performance ratings, performance criteria, and calibration, and build manager capability
• Develop and maintain the roadmap and curricula for integrated leadership and development programs at all levels, from frontline supervisors through executives
• Develop career paths, role-based competency models, talent standards, and assessment tools, and integrate them into learning and development plans in partnership with the Compensation Manager and Senior HR Manager
• Manage the talent development program budget, vendors, and contracts as delegated; evaluate program cost-effectiveness and ROI, and report results to the Senior Manager and senior leadership
• Partner with HR and the HRIS manager to manage the learning management and performance management systems, analyze talent data into insights and action plans, and prioritize programs that close function-wide capability gaps
• Lead change management and employee engagement initiatives that support retention and promotion
• Maintain knowledge of trends, best practices, regulatory changes, new technologies, and employment law, and advise leadership on needed changes in policy, practice, and resources

Supervisory Responsibility:

• This position will manage 1-5 employees
• This position will not oversee and direct other managers

Skills & Abilities Needed for Position:

• Superior verbal and written communication skills
• Executive presence and strong presentation skills
• Excellent leadership, influencing, and negotiation skills
• Excellent interpersonal, counseling, and coaching skills
• Strong analytical and critical thinking skills
• Ability to lead change across a multi-site organization
• Ability to design and implement full-cycle performance management programs

Experience & Knowledge Needed for Position:

• Experience designing, developing, and supporting organization-wide talent management programs covering performance management, talent development, coaching, succession planning, data analytics, and relationship management
• Experience advising and presenting to senior leaders
• Experience managing a program budget and vendor relationships
• Experience capturing metrics and producing employment and talent reports
• Experience leading and developing a team

Physical Requirements in a Regular Workday:

• Rarely lifting/carrying/pushing/pulling a max of 10 lbs
• Continuously working inside; occasionally in changing temperatures
• Rarely working in areas of dust, odors, mist, gases, and other airborne matter
• Rarely stooping/kneeling/crouching/crawling
• Rarely climbing and/or balancing
• Continuously sitting; frequently standing; occasionally walking

Additional Working Conditions/Aspects:

• Possible exposure to high traffic conditions and/or tight driving areas
• Exposure to residential and commercial waste
• Ability to travel between offices, as required
• Legally eligible to work in the United States
• Valid driver’s license (if applicable)
• Must successfully complete pre-employment testing
• Must be able to read and speak the English language

This job description is intended to describe the general nature, complexity, and level of work to be performed by employees assigned to this position and is not to be construed as an exhaustive list of responsibilities, duties, and/or skills required. It does not prescribe or restrict the work that may be assigned. Furthermore, this does not establish an employment contract and is subject to change at the discretion of the company.

Rumpke Waste and Recycling is committed to equality in all aspects of employment. It is Rumpke’s policy to provide equal opportunities to all employees and potential employees without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.