5404 Organizational and Talent Development Specialist

POSITION IDENTIFICATION

TITLE Organizational and Talent Development Specialist

CLASSIFICATION NUMBER 5404

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Coordinator, Organizational and Talent Development

MAJOR ADMINISTRATOR Director of Human Resources

GENERAL FUNCTION

The Organizational and Talent Development Specialist develops, presents, markets, and facilitates training and professional development for University employees (faculty, staff, and students).  The Organizational and Talent Development Specialist serves as system administrator for the University’s learning management system which includes registration for University programming, documentation of participation, processing of noncredit fee waivers, management of compliance courses, development of online courses, and providing direction to other University educational units using the learning management system functions.  The Organizational and Talent Development Specialist maintains the upper-level related web pages and online resources.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor's degree is required; a bachelor’s degree with an emphasis in human resources management, learning and development, communications, management, business administration, educational administration, information technology, or a related field is preferred.

Experience: At least two years of experience managing training programs and system administration or database management experience is required.  Experience in developing and presenting training is preferred.  Experience coordinating multiple activities and maintaining records is preferred. Experience working with a learning management system is preferred.

Skills: Effective verbal and written communication skills are required. Effective interpersonal skills are required. The ability to manage a complex learning management system is required.  The ability to perform multiple tasks simultaneously is required. Must be detail-oriented, highly organized, have the ability to work independently, and make sound decisions.  The ability to effectively use Microsoft Office (Word, Excel, Powerpoint) is required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Conducts needs analysis, develops, markets, and delivers training programs, coordinates with other University educational units to provide support for their programs, establishes contracts with internal and external partners, manages registrations and attendance of programs, purchases and creates materials, sets up classrooms, and provides coordination of training programs delivered in classrooms, workshops, seminars, conferences, and online.

2. Serves as system administrator for the University’s learning management system by managing the system to track faculty, staff, and student participation in training programs, maintaining records on all program offerings, registrations, and attendance, processing noncredit fee waivers, preparing annual reports on employee participation for administration and as requested, and serving as the point of contact for other University units utilizing the system.

3. Supports onboarding efforts, including leveraging the learning management system to communicate with new employees and their supervisors and to facilitate onboarding programs such as new employee orientation and the mentor program,

4. Supports the evaluation of content and delivery of training on a routine basis to measure quality, relevance, effectiveness, and participants’ acceptance of programs.

5. Ensures quality training resource materials are made available to faculty, staff, and students by creating user guides, documentation, web pages, and handouts that support training programs.

6. Maintains the upper-level web pages of the Organizational and Talent Management website and ensures that training resources are current and available online.

7. Provides information on training programs, job-related training and personal development opportunities.

8. Coordinates projects and programming with both internal and external educational units.

9. Helps to ensure the proper utilization of the functional budget by preparing purchase requisitions, verifying expenditures, reconciling accounts for payment, maintaining accurate budget records for reference, and producing reports.

10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the supervisor.

12. Contributes to the success of the Office of Human Resources by performing other duties as assigned and assisting in other Human Resource areas as needed.

SUPERVISION

The Organizational and Talent Development Specialist is supervised by the Coordinator, Organizational and Talent Development

OFFICE OF HUMAN RESOURCES

REVISED MARCH 2017

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.

Factor 2: Supervisory Responsibility

Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

Factor 3: Interactions with Others

Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.

Factor 4: Job Controls and Guidelines

Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.