Manager – Onboarding and Workforce Development
The Manager for the O&WD program will carry out the direct support functions of the program by conducting assessments, writing Employee Success Plans (ESP) and interfacing with Supervisors on how to use the ESP as a tool and resource to best support our newest team-members. This position will serve as a continuous resource for all new employees working on our corporate and client sites.
The Onboarding and Workforce Development (O&WD) Program provides training, resources, and individualized Employee Success Plans (ESP) for all employees working for Salute Mission Critical:
- The O&WD Coordinator will gather, analyze and summarize supports needed to maximize the potential of new employees of Salute.
- In conjunction with Human Resources, Training, Safety and Outside Services, the O&WD Coordinator will assist the new employee with understanding the requirements of their new post and ensure that their experience is consistent in presentation and branding.
- Conduct Intake and Assessment meetings with new employees to determine specific, individualized support needs to be outlined in an Employee Success Plan (ESP).
- Coordinator must possess the ability to determine the best method of communication and presenting information in a manner consistent with internal reporting and standards.
- Coordinator must be enthusiastic and respectful with their approach while delivering best in class service to our newest team members.
- Based on Intake/Assessment meeting, write clear, concise Employee Support Plans (ESP) for assigned employees as a resource for Salute management to coordinate the employees progressive and continued development.
- Coordinator must possess the ability to explain work-related support needs (ESP) to Supervisors and provide additional information and resources relevant to the individual when requested.
- Schedule Intakes/Assessments as assigned, staying within established timeframes and meeting deadlines for completion.
- Provide routine follow-up contacts with O&WD members and site management to determine if ESP is providing adequate guidance and if any additional resources are needed to improve employee performance.
- Develop O&WD program SOPs that address processes for responding to acute situations or issues reported to O&WD by HR and/or Supervisors.
- Provide direct interaction and/or follow up supports to assist with O&WD personnel issues as assigned.
- Keep HR apprised of any participant issues that may result in termination and all efforts to support participant and Supervisors with the barriers to successful employment.
- Provide suggestions and guidance, as requested, if needed to assist with an employee issue.
- Delivers an exceptional employee service experience by facilitating a welcoming and seamless timely onboarding experience for new hires and transfers.
- Consistent follow-up with hiring managers throughout the process.
- Serves as the primary contact for new hires and manages all aspects of the early onboarding process, including ensuring the accurate completion of all new hire paperwork.
- Follows up with new hires on any outstanding questions or issues.
- Responsible for auditing employee files to ensure all required documentation is present in each employee file.
- Coordinate with other team members to provide required data for any HR related audits & investigations.
- Comply with federal, state and local legal requirements by staying abreast of new legislation and ensuring adherence to requirements.
- Coordinates status changes and forwards to VP of HR for approval and moving along the approval process.
- Handles all functions associated with designated full life cycle recruiting, including, sourcing, scheduling phone interviews, and administering assessments.
- Program Development and Implementation: builds and manages productive partnerships with internal Operations leaders with the ability to influence policy and decisions, to gain the trust as a knowledgeable human capital solution provider.
- Other related duties as assigned.
COMPETENCIES: Knowledge, Skills, Abilities, and Motivation (KSAM) required for an employee to be successful
- Serving Our Consumers: Effectively meeting internal consumer needs, building productive staff relationships, and taking responsibility for staff satisfaction and loyalty.
- Consumer Focus: Dedicated to meeting the expectations and requirements of internal customers; gets first-hand information and uses it for improvements in products and services; acts with new staff in mind; establishes and maintains effective relationships with staff and gains their trust and respect
- Valuing Diversity: Works with and values all kinds and classes of people equitably; deals effectively with all races, nationalities, cultures, disabilities, ages and both sexes; supports equal and fair treatment and opportunity for all.
- Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
- Peer Relationships: Can quickly find common ground and solve problems for the good of all; can represent his/her own interests and yet be fair to other groups; can solve problems with peers with a minimum of noise; is seen as a team player and is cooperative; easily gains trust and support of peers; encourages collaboration; can be candid with peers.
- Effective Communication: Clearly conveying information and ideas to individuals and groups in a manner that engages the audience and helps them understand and retain the message.
- Listening: Practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.
- Conflict Management: Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputes equitably; can find common ground and get cooperation with minimum noise.
- Informing: Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or organization; provides individuals information so that they can make accurate decisions; is timely with information.
- Continuous Improvement: The ongoing process of achieving positive changes in service and processes in order to improve efficiency and quality.
- Organizing: Can marshal resources (people, funding, material, support) to get things done; can orchestrate multiple activities at once to accomplish a goal; uses resources effectively and efficiently; arranges information and files in a useful manner.
- Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
- Planning: Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.
- Problem Solving: Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at hones analysis; looks beyond the obvious and doesn’t stop at first answers.
- Process Management: Good at figuring out the processes necessary to get things done; understands how to separate and combine tasks into efficient work flow; can see opportunities for synergy and integration where others can’t; can simply complex processes; gets more out of fewer resources.
- TQM/Re–Engineering: Is dedicated to providing the highest quality products and services which meet the needs and requirements of internal and external customers; is open to suggestions and experimentation; creates a learning environment leading to the most efficient and effective work processes.
- Expertise: Demonstrating proficiency of an employee’s skill or knowledge within their field of practice.
- Functional/Technical Skills: Has the functional and technical knowledge and skills to do the job at a high level of accomplishment.
· 3+ years relevant work experience in program management, training/education, or operations program management (capacity planning/workforce planning and LMS systems)
· 3+ years of experience working on cross-functional teams
· Bachelor’s degree in related field or equivalent work experienced
· Experience with data analysis, metrics, reporting tools
· Excellent business writing and oral communications skills
· Building dashboards and metrics for measuring results
· Experience creating and/or improving operational processes across teams/stakeholders and external vendors
· Proven track record of taking ownership, managing conflicting priorities and driving results
· Passion for Inclusion, Diversity and Equity work, workforce development and training teams
· Demonstrated ability to communicate with various levels of an organization, including senior executives
· Building new programs from the ground up
The role is a full-time position and your base salary will be commensurate with experience but is expected to be highly competitive. The opportunity is in Franklin, WI with the option to execute remotely as well.
If your professional growth and compensation trajectory are restricted in any way, consider –
- Stepping into a leadership role with an internationally recognized leader in the Mission Critical market
- Working with an employer who maintains a corporate philosophy to hire only the best
- Who invests in and are unilaterally committed to continuing the enrichment of their employees
If you have what it takes to work in a dynamic, fast-paced environment I welcome the opportunity to provide more detail and explore your current situation and interests.