Manager, Career Lifecycle & Talent Development

Advances the mission vision strategies values and goals of Ring Power and the Human Resources function by designing implementing and continuously improving programs that support employee development throughout the employment lifecycle from onboarding through career advancement and succession.

Serves as the primary subject matter expert and program owner for succession planning career pathing talent reviews employee development planning mentoring coaching new employee orientation and new manager onboarding.

Partners with Human Resources leaders HR Business Partners senior executives managers and cross-functional stakeholders to identify organizational capability needs and develop practical talent solutions that support current operations and future business requirements.

Leads the companys succession planning process including identification of critical positions evaluation of internal talent assessment of succession readiness development of successor action plans and ongoing monitoring of organizational bench strength using all relevant data sources available.

Designs establishes and maintains career paths and career progression frameworks for key job families in partnership with operational leaders Human Resources Compensation Talent Acquisition and Training and Development.

Establishes and maintains a consistent Individual Development Plan process that enables employees and managers to identify development goals required capabilities learning opportunities practical work experiences and measures of progress.

Provides consultation tools and guidance to Human Resources and management regarding Performance Improvement Plans and other structured employee improvement plans to promote consistency clarity accountability and appropriate follow-through.

Designs implements and evaluates formal employee mentoring and coaching programs including program eligibility participation expectations matching processes tools communications effectiveness measures and training for employees involved in these programs.

Develops and provides resources and training to strengthen managers ability to coach employees deliver meaningful feedback establish clear expectations conduct development conversations and support employee growth.

Oversees and continuously improves Ring Powers new employee orientation and onboarding experience in coordination with Human Resources Safety Training and Development Information Technology Payroll Benefits and operating departments.

Develops and maintains new manager onboarding and transition programs that help managers understand Ring Powers culture leadership expectations employment practices available resources and responsibilities for managing and developing employees.

Designs develops facilitates or coordinates training programs workshops tools and resources relating to career development succession planning coaching mentoring performance management employee development and manager capability.

Uses employee feedback program evaluations workforce information talent data and business input to identify needs evaluate program effectiveness recommend improvements and establish priorities.

Remains current on developments and best practices in talent management succession planning career development adult learning coaching mentoring onboarding performance management organizational development and Human Resources.

Performs other duties as assigned

Essential Job Competencies

Safety: Fully supports encourages and follows safe work behavior and considers safety of paramount importance in the workplace. Incorporates applicable safety expectations into employee orientation manager onboarding development programs and other assigned activities.

Job Specific Skills: Demonstrates the required depth and mastery of knowledge and skill associated with the job as identified in the Learning Management System (LMS) and other applicable sources. Demonstrates effective application of the job-specific knowledge skills and abilities necessary to develop and sustain talent management succession planning career development coaching mentoring onboarding performance development and related Human Resources programs.

Communication: Uses active listening skills and conveys information through the appropriate medium in a manner that is clear and easily understood by employees managers and executives. Uses feedback to verify that effective and accurate communication has occurred. Keeps appropriate stakeholders informed about developments progress problems decisions and plans through consistent and timely communication. Avoids surprises.

Interpersonal Skill: Anticipates notices and understands the concerns of others and appropriately involves stakeholders in processes or decisions to encourage understanding and support. Develops and maintains positive productive relationships across divisions branches departments and levels of the organization. Is considerate and discreet when handling sensitive challenging awkward or tense interpersonal situations.

Coaching and Mentoring: Helps employees and leaders identify development needs establish meaningful goals consider different perspectives and take ownership of their continued growth. Provides timely constructive feedback and guidance. Builds trust-based relationships while maintaining appropriate professional boundaries and confidentiality.

Facilitating / Presenting: Enables cooperative and productive group interaction. Clarifies objectives key issues stakeholder expectations and desired outcomes. Guides discussions involving complex or sensitive talent and organizational matters. Tailors presentation and facilitation methods to the audience and uses appropriate interaction exercises examples and feedback to support learning and application.

Planning and Organizing: Creates realistic plans and schedules and evaluates progress against established goals. Identifies the sequence of activities and resources needed to achieve an objective and prioritizes key action steps. Anticipates dependencies and risks and adjusts plans based on changing business needs and stakeholder input.

Information Gathering: Checks appropriate sources when identifying information needed for analysis and decision-making. Uses sound methods to obtain relevant accurate and complete information. Reviews work for accuracy and consistency documents sources appropriately and organizes information according to business and program needs.

Analytical: Reviews qualitative and quantitative information to identify patterns gaps underlying causes and potential organizational risks. Uses sound judgment when interpreting talent information and avoids conclusions that are not supported by available facts. Translates information into practical recommendations and actions.

Takes Initiative: Takes appropriate action to resolve issues without requiring unnecessary direction. Seeks the perspectives of others who are involved in or affected by a situation. Makes timely decisions within the authority of the position and appropriately escalates issues requiring additional review or approval.

Customer Oriented: Demonstrates concern for satisfying internal customers and supporting the needs of employees managers Human Resources partners and business leaders. Responds promptly and effectively to questions or concerns. Balances responsiveness with consistency confidentiality policy requirements and organizational priorities.

Political Astuteness: Understands how the positions programs and services relate to and affect other work units. Identifies appropriate decision-makers stakeholders and individuals who can influence successful implementation. Builds relationships with key partners to gain support and accomplish objectives within ethical and professional parameters.

Fostering Teamwork: Listens and responds constructively to the ideas and concerns of others. Offers support for appropriate ideas and proposals. Works collaboratively to develop solutions that stakeholders can support. Shares information resources and credit and contributes to the effectiveness of the broader Human Resources and Training and Development teams.

Credibility: Demonstrates responsibility reliability honesty discretion and trustworthiness. Maintains commitments and respects the confidentiality of employee succession performance and organizational information. Takes personal responsibility for the quality and timeliness of work and follows applicable policies procedures and professional standards.

Confidence and Drive: Demonstrates confidence in presenting recommendations facilitating discussions and addressing issues involving employee and organizational development. Approaches challenging assignments with a constructive solutions-oriented attitude. Persists through appropriate resistance and focuses on achieving agreed-upon objectives.

Self-Aware: Understands personal strengths development opportunities values communication style and the effect of personal behavior on others. Is receptive to feedback acknowledges mistakes considers different perspectives and actively works to improve professional effectiveness.

In 1962 Ring Power Corporation became a full-line Caterpillar dealer in North Florida and later expanded its authorized territory to include Central Florida.

Today Ring Power Corporate headquarters in St. Augustine oversees the operations of 18 branch locations throughout the state of Florida including large regional facilities in Tampa and Orlando and crane and forklift sales and service facilities in Pompano and Miami. Ring Power also has eight facilities outside of Florida - Rhode Island New Jersey the Carolinas Georgia Texas and California - to serve the needs of other specialized industries and customers.

Ring Power Corporation has become one of the largest Caterpillar dealers in the Southeastern United States through dedication to the mission of customer order to preserve the Customers First reputation that Ring Power was built on we continually train our employees and work closely with our customers to assure complete satisfaction especially after the sale.

Currently more than 2000 employees at 26 locations throughout Florida and the United States work hard to provide the highest quality construction equipment backed by responsive professional service and support at every level.

Formal Education: Bachelors degree or higher in Human Resources Organizational Development Business Administration Industrial/Organizational Psychology Education Adult Learning or a closely related area of study or equivalent experience.

Experience: Two or more years of progressively responsible experience in human resources talent management organizational development learning and development performance management leadership development or a closely related field.

Able to easily and effectively comprehend written material and communicate orally and in writing with employees managers executives and other stakeholders.

Demonstrated experience designing implementing administering or improving talent management or employee development programs.

Working knowledge of succession planning talent reviews career development employee onboarding performance management coaching mentoring and adult learning principles.

Demonstrated ability to facilitate meetings development sessions training programs and sensitive talent discussions.

Working knowledge of Microsoft Office applications including proficiency in PowerPoint Word and Excel.

Ability to gather analyze interpret and present workforce and program information.

Ability to maintain the confidentiality of sensitive employee performance succession and organizational information.

Valid drivers license and ability to travel to Ring Power locations as required.

Travel required: approximately 25 to 30 percent.

Professional certification such as SHRM-CP SHRM-SCP PHR SPHR or Certified Professional in Talent Development.

Certification or formal training in coaching facilitation change management succession planning talent assessment or instructional design.

Experience using talent management performance management learning management career development or employee experience technology.

Experience establishing career paths or competency models for operational technical professional and leadership positions.

Experience supporting a multi-location operational industrial equipment service distribution or skilled-trades workforce.

Experience working with leadership assessments and development tools.

Experience developing program measures dashboards or executive-level talent reports.

Job requirements change requiring re-training to stay current every 1-2 years.

Problem Solving: The job requires complex problem-solving skills in a dynamic multi-location environment. Independent research analysis consultation and sound judgment are routinely required to develop appropriate solutions. The employee is expected to identify risks gaps and opportunities and recommend actions before significant problems occur.

Creativity: The job requires creativity and the continuing development of new or improved approaches to employee development talent planning career mobility onboarding and manager capability. New approaches are encouraged when aligned with business needs company culture and available resources.

Autonomy: The job is not normally monitored on a day-to-day basis but overall objectives and expected outcomes are clearly defined. The employee exercises discretion in organizing work establishing priorities making recommendations and determining appropriate methods. Greater emphasis is placed on achieving the desired outcome than on controlling the process.

Stress Load: Regular exposure to competing business priorities sensitive employee information significant deadlines and complex stakeholder needs.

Workload Fluctuation: The job frequently involves changes in priorities complexity timing and quantity of work based on organizational needs talent cycles onboarding activity and program schedules.

Work Schedule: Work is typically performed during regular business hours with occasional requirements to work outside normal hours to support training orientation meetings travel or business needs.

Travel Requirement: Approximately 25 to 30 percent primarily among Ring Power locations.

A persons performance in this job has significant impact on employee readiness leadership capability internal talent development succession coverage employee retention organizational effectiveness Human Resources service delivery and achievement of department and company objectives.

The job may initially have no direct subordinates or formal supervisory responsibility but is responsible for leading enterprise programs influencing leaders and managers coordinating cross-functional work and providing functional guidance to program participants and stakeholders.

NA: Not Applicable

O: Occasionally - (up to 3 hours/day)

F: Frequently - (3-6 hours/day)

C: Constantly - (6-8 hours/day)

NA: Not Applicable

O: Occasionally - (up to 3 hours/day)

F: Frequently - (3-6 hours/day)

C: Constantly - (6-8 hours/day)

C: Inside conditions: Protection from weather but not necessarily from temperature change.

O: Outside environmental conditions: No effective protection from weather.

N/A: Extreme cold: Temperatures below 32 degrees for periods of more than one hour.

N/A: Extreme heat: Temperatures above 100 degrees for periods of more than one hour.

N/A: Noise: Sufficient noise to cause the worker to shout to be heard above the ambient noise level.

N/A: Vibration: Exposure to oscillating movements of the extremities or whole body.

N/A: Hazards: Includes a variety of physical conditions such as proximity to moving mechanical parts electrical current working in high places and exposure to heat and/or chemicals.

N/A: Atmospheric conditions: Fumes odors dust mists gases or poor ventilation that affect the respiratory system or skin.

N/A: Oils: Air and/or skin exposure to oils and other cutting fluids.

N/A: Air particulates / contaminants: The worker is required to wear a respirator.

RING POWER CORPORATION INC. IS AN EQUAL OPPORTUNITY EMPLOYER