Talent Development & Engagement Manager Job Description

This is a newly created position with Gregory Construction and candidates must have a servant attitude, professional work ethics and independent self-driven leadership skills to be successful. Strong Human Resources, coaching and influencing skills are necessary to meet the minimum job duties. Gregory Construction maintains a culture of faith-based leaders and this position must enhance our culture and mission.

A. Job Duties / Responsibilities

• Make all candidates feel that they wish they were part of the Gregory team, whether they are hired or not.

• Make all team members feel valued, seen, and heard.

• Help the care team develop intangible benefits for the staff.

• Help lead our organization in celebrations of team & company wins.
• Build internal business partners through effective HR systems, policies, and procedures.
• Influence company executives and team members with creative Human Resource solutions that align with Gregory’s overall business strategies.

• Develops and maintains staff job descriptions.

• Manage recruitment process and help carry it out.

• Conducts orientation for new employees.

• Leads the Gregory mentorship program.

• Select and implement skilled training programs for field and office (soft & technical)

• Outline all roles in company and chart growth plans and requirements for promotions.

• Own the company’s compensation plan and all benefit plans through annual assessments, recommendations, and budgeting for the executive team.

• Coordinate benefit plan design or revision; communicate changes to staff through written materials or group presentations.

• Assess training needs and monitor training programs.

• Monitors and maintains worker's compensation policy.

• Build an HR metric system to influence and support business strategies.

• Ensure employment and labor law compliance throughout all processes in the company.

• Maintain and update employee manual as needed.

• Monitor and encourage team engagement.

• Establish the process for direct reports to have frequent and meaningful conversations about work expectations, progress, and development. Track and create development action plans as needed.
• Be the face of the company in the community.
• Partner with all staff and executive team members to create and maintain Gregory’s culture.

B. Requirements / Skills

• Servant oriented .

• Demonstrate experience with HR metrics.

• Knowledge of HR systems and databases.

• Excellent listening, negotiation, and presentation skills.

• Ability to build and effectively manage interpersonal relationships at all levels of company.

• Knowledge of labor law and HR best practices.

C. Education / Experience

• Degree in Human Resources or related field.

• Five years' managerial experience required, preferably in human resources or a related field.

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