Talent Development Manager

Iovino Enterprises is the parent company to four New York City based construction companies that share a common commitment to excellence, innovation, and exceptional results. Unlock your potential and seize the opportunity to be at the forefront of a construction empire. As a product of 35 years in the construction business, we have harnessed expertise in cutting-edge technology, human capital management, finance, and legal/compliance, all while fostering an environment where each company retains its distinct personality and style. This “family of companies” culture is rooted in a common vision and set of values: respect, development for all employees regardless of position, and a commitment to give back to our communities.   

The Talent Development Manager will lead the execution of Iovino Enterprises' Learning & Development (L&D) strategy while playing a critical role in shaping and fostering a culture of continuous learning. This position is a key partner to the business, collaborating with leaders and subject matter experts to analyze organizational needs, design, and deliver impactful learning programs, and manage the coordination of various learning initiatives across the enterprise. In addition, the Talent Development Manager will lead the development and execution of the recruitment strategy, in partnership with the Human Resources Recruiter and Coordinator, ensuring a best-in-class approach to attracting, evaluating, and hiring top talent. By developing strong relationships across the organization, this individual will translate business priorities into effective talent acquisition and development plans, ensuring the right talent is hired and equipped for success. The role offers opportunities for professional growth and cross-functional collaboration within Human Resources, contributing to both recruitment and employee development efforts.

• Bachelor’s degree in human resources, Psychology or other related field (or equivalent experience).
• Master’s degree a plus

• Learning and Development
  •  Design, develop and deliver L&D solutions, partnering with internal subject matter experts (SMEs) and external consultants/partners when appropriate. Analyze and evaluate learning and development programs/resources through post training feedback and other metrics for continuous improvement and to determine recommendations and/or solutions to further the impact. Review and continually evolve existing development programs to align with our fast pace and rate of growth.
  • Collaborate with leaders to identify and define training needs, establish objectives to meet the business needs, determine appropriate learning and development solutions that align with business strategy and specific learning objectives. Work with technical experts to develop content and coordinate the program, content, and format.
  • Coordinate and perform administrative functions necessary to schedule, execute, deliver, and document L&D programs. Fully prepare for logistical requirements of classroom sessions; order/print materials, schedule rooms, set up room, test technology, etc.
  • Oversee the learning management system (LMS) and ongoing administration; track and provide regular reporting on learning effectiveness and impact on business goals and objectives. Strategically maximize LMS capabilities, and continuously refresh development content to drive usage and value.
  • Oversee all performance management, while partnering with the Human Resources Director Goal setting: help foster employees in creating detailed measurable goals each year. At year end, discuss with executives and managers the success of each employee. IDP: help managers with creating Individual Development Plans for employees that are transitioning to a new position. Talent Assessment: work with executives and managers to assess the talent pool and notice any trends that may be of concern and succession plan.
  • Support all employees in their goal towards obtaining certifications/licenses. Keep up to date with CEU and promote them within the organization. Create step by step guides on how to obtain certain certifications. Reimburse employees for fees on exams. Buy any approved resources to help employees prepare for exams.
• Recruitment
  • Provide expert guidance, facilitation, and collaboration for all senior leaders / hiring managers to recruit, identify, select, onboard, and retain highly skilled best in class candidates.
  • Provide leadership and oversight to HR Recruiter and Coordinator by setting performance goals, monitoring hiring progress, and ensuring efficient execution of the full recruitment lifecycle from sourcing to onboarding.
  • Oversee the full-cycle recruitment process and the administrative functions involved.
  • Partner with hiring managers and senior leaders in a proactive way that manages hiring expectations, while ensuringhigh-quality candidates remain engaged throughout the entire selection process.
  • Implement interviewing best practices, make candidate offer recommendations and facilitate the creation of job offers / respective negotiations.
  • Ensure recruitment reporting objectives are met by analyzing workforce and hiring data and transforming insights into meaningful business intelligence that informs leadership decisions.
  • Develop and maintain reporting frameworks
  • Ensure compliance with employment laws and company hiring policies.
  • Oversee campus outreach (career fair registration / employment branding) and the annual intern program.
  • .Design, implement, and maintain the appropriate processes, tools, systems, and training necessary to scale and support the recruiting function.
  • Improve candidate experience and employer branding in partnership with the marketing team.
  • Design, implement, and measure sourcing strategies that support the execution of the employment brand and drive high volume, targeted, and diverse candidate pipelines.
  • Partner with senior leadership to develop and execute workforce planning initiatives, including headcount forecasting and succession planning.
  • Ensure the integrity of the Talent Acquisition applicant tracking system (Greenhouse)
  • Other duties assigned.

• Demonstrate strong executive presence with the ability to build positive relationships and influence leaders at all levels across the enterprise.
• Minimum of 7 years of training and development and recruitment experience, with at least 3+ years in a leadership or management role.
• Strong knowledge of recruitment tools and Applicant Tracking Systems (ATS).
• Strategic thinker with hands-on style to deliver practical and effective solutions.
• Well organized and comfortable with prioritizing and managing multiple priorities and tasks.
• Driven mindset with a strong sense of urgency, can-do attitude with a focus on continuous improvement.
• Strong team player with an interest in other areas of human capital management.
• Demonstrated ability to be detail-oriented while focusing on the big picture.
• Strong identification with the Company’s mission and values and our commitment to the people we serve and the services we provide.

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