Training Specialist

Reporting to the Chief Human Resources Officer, the Training Specialist is responsible for oversight and leadership of various Agency Human Resources support services to include, but not limited to: conducts supervisory, leadership, and professional development programs for entry, first-line supervisors, staff, and management; managing and supporting the assessment of Agency training needs that facilitate the professional development and continuous learning of staff;

implementing, designing, revising and evaluating such training materials and programs; setting up, coordinating, and tracking training within the Agency's learning management system (both trainings internal and external to the Agency as needed); ensuring that employees' training needs are being met from new hire and throughout employee life cycle; developing, implementing, promoting person-centered training activities that enhance the quality of life for individuals served and staff;

and implementing organizational development activities that affect positive change and modify performance and/or culture.

• Assess licensure and non-mandatory training needs of Agency to include but not be limited to the: conducting of supervisory, leadership, and professional development programs for entry, first-line supervisors, staff, and management; coordinating and implementing in-house training as determined by clinical needs and licensure; creating, developing, and promoting trainings that affect the employee's life cycle, organizational change, performance, and/or culture; developing strategies to measure the achievement of established training and development goals;
  
  and assessing training and development needs through surveys, interviews, focus groups, and communication with employees, supervisors, and instructors.
• Design or assist in the design, development, and implementation of programs and strategies tailored to meet Agency employee needs and program goals within Agency strategic plans, including providing assistance to Officers and Directors as requested and providing expert facilitation and coaching to supervisors and managers regarding leadership and organizational development methods and tools.
• Provide professional staff support through research, resources, consultation, and coaching. In collaboration with the Chief Human Resources Officer and other Agency Officers and Directors, provide coaching and training on identified program deficiencies to ensure improved outcomes. Develop and identify unique training programs to fulfill employee and program specific needs to maintain or improve knowledge, skills, and ability. Provide oversight/leadership of Agency employee development strategy as well as training projects and other related assignments.
• Prepare and recommend budgeting recommendations for short- and long-term training and development planning that meet Agency and program goals and provide for effective management of resources.
• Manage training strategies and the entire training process, including responsible for all training data including the setup of all data within the learning management system (e.g., records of training and development activities, attendance, results of assessments, and retraining requirements). Be the expert within the learning management system and its capabilities and make recommendations toward how training records can be efficiently maintained.
  6 Creates, organizes, plans, and presents various forms of orientation, and skills training for employees. Responsible for follow-up (e.g., survey) with all new hires within two to three (2-3) months of hire to make sure appropriate training is being received as per the viewpoint of the new hire.
• Also responsible for follow-up with the new hire's supervisor to ensure Agency and program orientation checklists are being completed in a timely manner by the supervisor and returned to the Office of Human Resources. Train supervisors on how to check that learning management system trainings have been completed by new hire during the probationary period as well for supervisors to confirm that annual Performance Evaluation and Planning (PEP) trainings are complete.
  
  Make recommendations both in process and content to ensure the training needs of new hires are being met to help retain quality new hires.
• In conjunction with program leadership, research, develop, and implement educational programs and activities that enhance the quality of life of individuals served…