Talent Development Manager

GENERAL PURPOSE

The Talent Development Manager is responsible for building and managing Family First's organization-wide onboarding, learning, training, and employee-development programs.

The position ensures employees are prepared to succeed from the beginning of their employment and have access to consistent, role-appropriate learning and development throughout their careers with Family First.

The Talent Development Manager will lead the development of scalable training infrastructure supporting caregivers, administrative employees, managers, and organizational leaders while directly supervising Family First's Onboarding Specialist(s).

This is a hands-on role. The Talent Development Manager will not simply coordinate training but will assess needs, build programs, develop content, facilitate training, measure effectiveness, and continuously improve Family First's learning and onboarding systems.

Success Measures

Success in this position will be reflected through:

• Consistent onboarding across Family First
• Timely completion of required training
• Improved new-hire readiness
• Effective caregiver/HCA training processes
• Increased manager and leadership capability
• Strong utilization of learning programs
• Development of clear role-based learning pathways
• Measurable improvement in employee training experience
• Effective leadership of the Onboarding Specialist(s)

JOB DUTIES AND RESPONSIBILITIES

Organizational Learning & Development

• Develop and maintain an organization-wide learning and development strategy.
• Assess training needs across departments and positions.

• Develop annual training priorities in partnership with the HR Manager and operational leaders.
• Build structured learning pathways appropriate to different roles within Family First.
• Develop training materials, courses, facilitator guides, tools, and supporting resources.
• Facilitate training directly when appropriate.
• Identify opportunities to improve employee capability, consistency, and readiness as Family First grows.

Onboarding

• Own the overall employee onboarding program following hire.
• Directly supervise the Onboarding Specialist(s).
• Establish consistent onboarding standards and expectations.
• Develop role-specific onboarding plans and checklists.
• Coordinate onboarding activities with HR and hiring managers.
• Ensure employees receive the information, training, tools, and resources necessary to become productive in their positions.
• Evaluate onboarding effectiveness and continuously improve the employee onboarding experience.

Caregiver & HCA Workforce Development

• Partner with Home Care leadership to ensure caregiver training supports operational and workforce needs.
• Develop structured training pathways for caregivers.
• Support HCA training coordination and completion.
• Develop educational resources addressing recurring caregiver knowledge and skill needs.
• Monitor training completion and identify gaps requiring additional intervention.
• Partner with HR and operational leadership regarding regulatory or job-specific training requirements.

Leadership & Manager Development

• Develop structured training for new managers and supervisors.
• Create leadership development curriculum addressing practical management capabilities.
• Develop learning resources that help managers effectively lead employees and teams.
• Support leadership development initiatives aligned with Family First's culture, mission, values, and growth strategy.

Important distinction: The Talent Development Manager may provide training to managers on leadership and management skills, but ownership of employee performance management, corrective action, PIPs, and employee relations remains with the HR Manager.

Career & Employee Development

• Develop career learning pathways for key positions.
• Identify skill and competency expectations for roles throughout the organization.
• Create development resources supporting employee career progression.
• Partner with managers to identify recurring skill gaps and development needs.
• Support succession and leadership-development initiatives through training and preparation of employees for expanded responsibilities.

Learning Management System & Training Administration

• Own the effective administration and use of Family First's learning management platform.
• Maintain training assignments, curricula, learning records, and completion reporting.
• Establish organized systems for tracking required and developmental learning.
• Evaluate opportunities to improve training delivery through technology.

Training Compliance & Measurement

• Establish reporting for onboarding and training activity.
• Monitor required training completion and communicate gaps to appropriate leaders.

• Evaluate whether training programs are achieving intended outcomes.
• Track measures such as onboarding completion, training completion, time-to-readiness, learner feedback, and participation in development programs.
• Provide regular reporting to the HR Manager.

Team Leadership

• Directly supervise and develop the Onboarding Specialist(s).
• Establish priorities, workflows, service standards, and expectations for onboarding.
• Maintain appropriate coverage and consistency in onboarding activities.
• Develop the Onboarding Specialist role as Family First's workforce and onboarding needs evolve.

EDUCATION AND EXPERIENCE

Required