Training and Dev Organization Coordinator

JOB SUMMARY:

Map out training plans and schedules, design and develop training programs (outsourced or in-house), and choose appropriate training methods. Coordinate professional development plans, career pathing plans, employee evaluation program, and new hire orientation.

KEY RESPONSIBILITIES:

Manages, designs, develops, coordinates, and conducts training programs.

Conducts organization-wide training needs assessments and identifies skills or knowledge gaps that need to be addressed.

Partners with internal stakeholders and liaises with experts regarding instructional selection and design.

Maintain updated database of training records.

Maintains employee onboarding, development, needs assessment, and training materials including scheduling.

Monitor compliance with all mandatory training requirements, certifications, credentials, and professional development hours required by federal, state, licensing, grant, and organizational standards.

Generate and distribute training compliance reports to leadership and provide follow-up regarding overdue training requirements.

Administer and maintain learning management systems and training platforms, including Paycom Learning, Pro Solutions, Visual Workforce, and other organizational training systems.

Develop and maintain employee training transcripts, certifications, and professional development records.

Coordinate leadership development initiatives, including Emerging Leaders, supervisor development programs, management training, succession planning activities, and Director credential programs.

Design, develop, evaluate, and update instructor-led, virtual, and self-paced training programs utilizing adult learning principles and best practices.

Coordinate employee participation in conferences, workshops, certifications, credentialing programs, and professional development activities.

Evaluate training effectiveness through surveys, assessments, performance outcomes, monitoring results, and participant feedback and recommend improvements as needed.

Coordinate and facilitate training related to organizational policies, procedures, compliance requirements, workplace safety, and employee relations initiatives.

Coordinates and documents organizational performance evaluation process.

Coordinates and documents organizational professional development process.

Coordinates and documents organizational career pathing process.

Coordinates and documents the new hire orientation process.

Represents the Sr. HR Director and HR Team at meetings and other forums as needed.

Experience facilitating instructor-led and virtual training.

Experience with learning management systems (LMS).Assists Sr. HR Director and HR Team with special projects.

Performs other duties assigned.

Occasional overnight travel for conferences, professional development, and organizational training initiatives

Benefits

We value our team members and are pleased to offer a flexible benefits package for all eligible employees. Our package includes:

Medical/Dental/Vision Insurance Life Insurance (50,000)
Voluntary Short-Term and Long-Term Disability

FSA – Flexible Spending Accounts Employee Assistance Program Generous Paid Time Off (Sick, Personal, and Holidays)401(k) Plan REQUIREMENTS:5 years' experience in Training/Development/Human Resources or related field.

Familiarity with employee training and professional development.

Strong commitment to employee development and retention.

Excellent written and verbal communication skills.

Flexible, reliable and adaptable.

High energy for an ambitious, fast-paced environment.

Familiarity with social media and distance learning techniques.

PREFERRED QUALIFICATIONS:

Level 4:
Equivalent to a bachelor’s degree. Preferred:
Knowledge of Head Start Performance Standards, Community Action programs, DECAL licensing requirements, USDA CACFP requirements, and federal grant-funded program training requirements.

Bilingual English/Spanish a plus.

Level 2:
Responsible for assigning, instructing, and checking the work of other employees, typically of lower classification, engaged in similar or related work, but does not directly supervise, conduct performance reviews or assist with hiring decisions.

Level 2: A moderately complex level of organizing, coordinating, guiding, planning, budgeting, and controlling is required. May help support fiscal responsibilities of the supervisor or department/program but is not ultimately accountable or responsible.

Level 3:
Duties and decisions are generally complex and somewhat diversified, involving various applications where the position chooses actions within prescribed limits. Works towards assigned objectives, acting independently and using good judgment.

Level 4:
Requires both inside and outside contact with others of a non-routine nature on important matters requiring the exercise of personal influence, tactful judgment, and proper conduct to negotiate matters for the best interests of the organization.

Level 2:
Loss exposure is moderate and usually has short-term impact and corrective…