Talent Management Manager Restoration Management Company - 3.5 Livermore, CA Job Details Full-time $82,316.52 - $144,464.32 a year 10 hours ago Benefits Leadership training provided Qualifications HR change management strategy Stakeholder engagement Program design Safety protocol adherence Team leadership Workplace dispute resolution Employee data management E-learning platforms Managing projects Enterprise Learning Management Change management support (employee development activity) Marketing Strategic thinking in HR leadership

Negotiation Full Job Description Pay Rate:

$82,316.52 - $144,464.32 Annually (DOE)

Corporate Office:

3090 Indendence Drive, Suite 200 Livermore

CA, 94551

Restoration Management Company expects each, and every employee to embrace and apply in their daily activities the following company

CORE VALUES

Team spirit, Integrity, Quality, Humility and Safety. These, in addition to the requirements listed below, are essential to the success of your career with Restoration Management Company. Job Summary The Talent Management Partner is responsible for designing, running, and improving talent programs that maximize the performance and growth of current employees. This role acts as a key driver in shaping organizational capabilities and ensuring long-term success through the design, implementation, and continuous improvement of Talent Management and Development strategies. This position reports directly to the VP of Human Resources & Safety and partners closely with the HRBPs for operational alignment.

Key Responsibilities :

Core responsibilities for the position are as follows: Talent Management & Succession Planning Lead the design and administration of company-wide Talent Review and Succession Planning processes to identify, assess, and develop employees for critical roles. Develop and manage career pathing frameworks and competency models that support employee growth and organizational agility. Oversee the deployment of targeted development programs (e.g., leadership training, mentorship programs) to close identified skill gaps. Integrate diversity and inclusion principles into all talent management and succession processes. Leadership Development & Executive Influence Own end-to-end Leadership Onboarding, building structured, scalable onboarding journeys for new and transitioning people leaders (manager through senior director level). Design and facilitate leadership development programs and workshops for middle management, including skills-based training, cohort learning, and action learning projects. Partner cross-functionally with HRBPs and business leaders to ensure leadership programming is integrated with and reinforces broader People initiatives. Act as a strategic partner who can understand the business strategy and connect it to a talent strategy and future talent needs of the organization. Development Strategy & Operational Support Serve as a trusted advisor to business leaders and SMEs, translating operational insights into effective onboarding strategies, content, and learning experiences. Design solutions for learning needs by rapidly creating and developing learning programs (or blended programs) that target performance gaps and management competencies. Plan and execute company-wide change initiatives and other projects related to growth and learning. Utilize a servant leader mindset to add value to and empower the team and influence customers to build great partnerships. Onboarding Excellence & Impact Measurement Support the Onboarding Specialist in the onboarding experience to ensure a consistent, high-quality integration of new employees. Monitor and report on onboarding outcomes such as time-to-productivity, engagement, and retention to ensure programs deliver measurable business impact and ROI. Apply data-driven decision making and analysis to make sound judgment calls and drive resolution to root problems.

Project Management & Accountability Project Execution :

Ability to operationalize strategies and effectively execute them within defined timelines and budgets.

Change Management :

Effectively drive change management for adoption and ongoing utilization, ensuring the success of new programs at all levels of the organization.

Accountability :

Display a heightened level of accountability, confidentiality, and professionalism in all talent initiatives. Experience/Requirements The position of Learning and Development Manager requires the following:

Education:

Bachelor's or Master's degree in training and development, human resources, psychology, business, or a related field; equivalent work experience is acceptable.

Professional Experience :

5-7 years of proven experience leading a Learning & Development or Talent Management function within a mid-to-large size company.

Leadership & Management :

Management and leadership oversight of others to provide clear direction, effectively manage work product, and drive efficiency and delivery.

Program Design :

Experience in corporate program design, management, and execution, including building and scaling programs and creating a learning culture.

Strategic Alignment :

Ability to act as a strategic partner who can understand the business strategy and connect it to a talent strategy and future talent needs across all functions.

Project Management :

At least 2 years of experience in Project Management with the ability to operationalize strategies and execute them on time and within defined budgets.

Change Management & Communication :

Strong change management and marketing skills to communicate strategies and introduce new programs effectively at all levels of the organization.

Technical Knowledge:

Strategic knowledge of next-generation talent tools, including experience with Learning Management Systems (LMS) and Human Resources Information Systems (HRIS) to track talent data and compliance.[

Interpersonal Skills :

Exceptional interpersonal skills demonstrating effective listening, probing, and investigatory skills to identify root problem causes.

Servant Leadership :

A servant-leader mindset with a proven ability to develop, add value to, and empower their team and influence customers to build great partnerships.

Operational Agility :

Demonstrated ability to remain agile and pivot talent strategies quickly in response to large-scale emergency events or shifts in operational volume.

Conflict Resolution :

Strong competency in conflict resolution and negotiation to align varying stakeholder interests across Corporate and Field operations.

Safety & Regulatory Compliance :

Commitment to adhering to all local, state, and federal safety regulations (OSHA/EPA) and participating in mandatory safety training and PPE protocols.

Physical & Working Conditions :

Ability to work in indoor office settings and outdoor field environments (restoration sites) with 24/7 business operations; includes lifting to 25 lbs. regularly (50 lbs. with assistance).

Safety Requirements Regulatory Requirements :

Commitment to adhering to all local, state, and federal safety regulations, including OSHA and EPA standards and participating in mandatory safety training and PPE protocols. Personal Protective Equipment (PPE) : Required PPE may include gloves, masks, goggles, hard hats, and safety footwear. All employees must wear PPE as required for their specific roles and job site conditions.

Ergonomic Practices :

Practice ergonomic principles to prevent musculoskeletal disorders. This includes proper desk setup, using adjustable chairs, and maintaining good posture while seated.

Office Safety Protocols :

Adhere to established office safety protocols to maintain a secure work environment. This includes the following guidelines for the proper use of office equipment and ensuring that workspaces are free from clutter to prevent trips and falls.

Safety Training :

Complete all mandatory safety training sessions, including but not limited to hazard communication, emergency response, and safe equipment handling.

Reporting Safety Concerns :

Ability to identify and immediately report any unsafe conditions, hazards, incidents or injuries to supervisors without fear of retaliation.

Emergency Procedures:

Familiarize yourself with emergency procedures relevant to your specific job site, including evacuation routes, and emergency contacts.

Physical Requirements General Physical Abilities:

Physical & Working Conditions :

Ability to work in indoor office settings and outdoor field environments (restoration sites) with 24/7 business operations; includes lifting up to 25 lbs regularly (50 lbs with assistance).

Lifting and Carrying :

Ability to lift and carry materials or equipment weighing up to 25 lbs. regularly and up to 50 lbs. with assistance.

Physical Activities :

Ability to perform tasks that require, walking, bending, reaching, crouching, kneeling, climb, squat, crawl, lift above shoulder, reach, and twist.

Sitting and Standing :

Prolonged sitting or standing required (in office, driving and/or at job sites). Regular alternating between sitting and standing

Repetitive Motions :

Continuous repetitive motion and tasks involving L/R hand movement (computer/mouse), wrists, or arms (e.g., typing, data entry).

Machinery Operation :

Capacity to operate machinery and tools as required by job tasks, which may involve fine motor skills and hand-eye coordination.

Visual Ability:

requirement for clear vision (e.g., close work, computer use, eye coordination)

Working Conditions Office Environment:

Indoor office setting for corporate roles, including working with standard office equipment (computers, phones, printers). May involve regular meetings, (in person or zoom) and collaboration with team members.

Field Environment:

Outdoor fieldwork at restoration sites, which may include residential, commercial, or industrial properties. Duties may involve exposure to different weather conditions (sun, rain, snow, heat).

Hazardous Environments:

Potential exposure to hazardous materials, chemicals, or contaminants specific to restoration work, requiring strict adherence to safety protocols and use of PPE. Work after hours and weekends given our 24/7 business operations

Travel Requirements:

May include travel to and from job sites, branches that may request the use of personal vehicle. Possibility of attending out-of-town training or conferences.