Senior Manager Talent Development

Posting Title: Sr. Mgr, Talent Development

Reports To: Sr. Dir, Talent Management

Location: San Jose, California  

Salary Range: $165,000 - $195,000

Final determination of a successful candidate’s starting pay will vary based on a number of factors, including market location and may vary depending on job-related knowledge, skills, education and experience. The pay scale listed for this position is generally for candidates that meet the specified qualifications and requirements listed on this specific job description. We provide a competitive compensation package that recognizes your experience, credentials, and education alongside a robust benefits program to meet your needs. Our compensation reflects the cost of labor across several US geographic markets.

WHO WE ARE

For nearly 70 years, Cupertino Electric, Inc. (CEI) has been powered by people who’ve built a reputation for delivering high-profile, complex projects. Real, tangible things that alter the landscape and improve lives. But even more than that, we’ve built a reputation for integrity. We’re problem solvers and innovation seekers. We’re team players and safety fanatics. And we always—always—do the right thing. Even when no one is looking. Because what we do here is important, but how we do it is everything. 

THE PEOPLE TEAM

To be a truly great company, you need great people, and you need to put them first. The People Team at Cupertino Electric helps employees create and achieve unlimited possibilities for themselves and the company. With services like internal communications, marketing, talent management, employee relations, and total rewards, the People Team supports the nearly 4,000 employees at CEI who safely engineer and build complex commercial, data center and energy projects across the United States.

ABOUT THE ROLE

Reporting to the Sr. Director, Talent Management; the Sr. Manager, Talent Development will be responsible for developing a comprehensive learning and development strategy that translates key business objectives and priorities into development programs and resources that optimize employee performance and career development in the organization. The Sr. Manager, Talent Development will design, develop, and curate an innovative portfolio of development experiences for the organization’s employees and leaders in support of building a diverse workforce. The Sr. Manager, Talent Development will be a trusted advisor and partner for leaders throughout the organization as it pertains to employee development goals and initiatives. 

SCOPE:

• Develop Talent Development strategy in support of CEI and workforce development strategies.
• In partnership with HR and business stakeholders, identify individual and organizational development needs for individual contributors and leaders in alignment with the business objectives
• Utilizes a consulting process that includes discovery (identifying the problem and determining performance gaps), developing and agreeing on services to solve the problem (contracting), delivering the services (delivery), and evaluating the overall project and outcome (evaluation). 

• Lead efforts in company-wide organizational development services, including: strategic and operational planning; change management; organizational culture and values; talent review and succession planning; performance management, leadership development and coaching; group effectiveness; and surveys and analytics (i.e. engagement surveys).
• Establishes structures and processes to plan and manage the orderly implementation of change.
• Implement career development programs (e.g. coaching, job-shadowing, training)
• Design and deliver professional development programs for employees and managers including training, tools and resources in a cohesive curriculum
• Lead the design, development, pilot, delivery, and evaluation of innovative learning and capability development solutions that support CEI’s employee performance and growth
• Program manage development programs and processes
• Lead the design and delivery of development offerings, including individual and cohort-based learning experiences, on-the-job action learning assignments, and peer consultation programs.
• Implement an analytical approach to understanding development needs, articulating desired learning objectives and outcomes, selecting appropriate development modalities, and creating development experiences that are rooted in business priorities.
• Ensure close connectivity between development experiences and related talent management exercises (e.g., talent review and succession planning).
• Develop learning strategies, plans, and content to be delivered through various platforms (e.g., Instructor-Led programs, self-directed courses, experiential learning, etc.) based on needs assessments
• Provide ongoing education and guidance to managers and leadership teams about methodologies for holistic talent and career development
• Mentor leaders on career coaching techniques and practices
• Select and manage resources, including working with both internal employees and external vendors to develop and deliver training
• Act as a trusted advisor to managers to develop relevant career development pathways for career development conversations
• Fosters a culture of execution, accountability, and continuous improvement across the team
• Identifies opportunities to leverage economies of scale, reduce duplication, and makes recommendations to better allocate resources in alignment with needs
• Develop and maintain effective relationships with team members, leaders at all levels of the organization and external partners
• Build and develop a high-performing team with advisory capability and specialized skill sets
• Ensure programs are developed with an agile approach to accelerate skill development
• Engage business leaders and employees as active partners to drive learning adoption
• Capture and analyze key data trends, and use them to influence function and business strategies
• Ensure ongoing program impact measurement and evolution by:
  • Gathering qualitative and quantitative feedback on development offerings
  • Documenting and reporting progress across all development program initiatives
  • Following up consistently and keeping internal stakeholders informed of the progress
• Stay apprised of trends in Diversity, Equity, & Inclusion efforts and embed into development programs

COMPLEXITY:

• Works on issues where analysis of situations or data requires an in-depth knowledge of organizational objectives.
• Implements strategic policies when selecting methods, techniques, and evaluation criteria for obtaining results.
• Establishes and assures adherence to budgets, schedules, work plans, and performance requirements.

DISCRETION:

Erroneous decisions will have a serious impact on the overall success of functional, division, or company operations.

INTERACTION:

• Regularly interacts with executives, senior leaders and/or vendors on matters pertaining to learning and development strategies and activities.
• Interactions frequently involve special skills, such as negotiating with customers or management or attempting to influence senior level leaders regarding matters of significance to the organization.

SUPERVISION:

• Manages the daily activities of the Learning & Development function.
• Has influence on control of planning, staffing, budgeting, managing expense priorities, and recommending and implementing changes to methods.
• Coach and mentor members of the Learning & Development team

ABOUT YOU

• Demonstrated, end-to-end project/program management experience: conception and initiation, planning, execution, performance/monitoring, and project close
• Demonstrated consultative approach: excellent communication and influencing skills to communicate effectively and credibly, both verbally and in writing, with audiences at all management levels
• Strong relationship building and stakeholder management skills, including experience owning client relationships with senior leaders
• Ability to analyze and synthesize data from multiple sources to identify themes and develop compelling recommendations
• Ability to work autonomously and effectively in a fast-paced, complex, multi-tasking virtual environment
• Strong strategic-thinking skills with an ability to collaborate with team members on best practices
• Strong business acumen and understanding of how learning and development impacts the overall organization
• Ability to operate collaboratively and influence as a trusted partner
• Comfortable with ambiguity, uncertainty, and a constantly evolving business landscape
• Excellent organizational, planning, analytical, verbal, and written communication skills with the ability to distill complex ideas into key messages
• Ability to handle sensitive and highly personal information daily and maintain confidentiality in a professional manner

WHAT YOU WILL GAIN

As the Sr. Manager, Talent Development at Cupertino Electric, you will make an impact on employee development and career pathing and progression across the entire organization. You’ll have a unique opportunity to bring your expertise and knowledge to shape this growing function at Cupertino Electric. Aligned with CEI’s values, you will focus on creating programs and experiences that promote continuous growth and employee learning. As a strategic partner and thought leader, you will play key role in developing and delivering career path programs to promote career progression and internal mobility for our employees. You can expect to build cross-functional relationships with members of the People Team and work with stakeholders across multiple functions on key initiatives. Using thought leadership, innovation and influence you will develop solutions that solve real business problems. Your role is pivotal in the creation of learning experiences that will empower CEI employees to develop the capabilities and knowledge needed to thrive in their careers. 

MINIMUM QUALIFICATIONS

Any combination of education and experience that would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications is qualifying.

Education: Bachelor’s degree in a related field.

 Licensure/Certifications: None required. 

Experience: Twelve (12) years of employee and leadership development program designer/owner within an organization. Eight (8) years of people management experience in a corporate environment

• Hands-on organizational design and large-scale experience
• Prior Construction experience, preferred
• Experience leading diverse and matrix teams
• Experience managing multiple initiatives on timelines while identifying and implementing continuous improvements in approach and design
• Working knowledge of HR, Learning Management and Learning Experience Systems

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PLEASE NOTE: CEI will never ask for any money or financial information from applicants during the hiring process. To learn more about "job scams" how to avoid them, click here.

CEI is a place where every single person can—and does—have an impact on the work we do and the communities we serve. Here, you can build your own story and grow to your full potential. You can collaborate and celebrate with amazing people. And you’ll go home every day knowing you helped contribute to important work that shapes people’s lives. Our commercial, data center and energy projects may be complex, but our approach is simple. We build great things and we do it with great people.

The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities. Specific duties and responsibilities may vary depending on department, program or project needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned.

Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, sex, sexual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.

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