Job Description

This is not a remote position. This position is based at our Virginia Beach, VA location.

Good Faith Pay Range: In accordance with Virginia law, the good-faith hourly pay range for this position is $65,000 - 85,000. Actual compensation will be determined based on the candidate's qualifications, education, experience, skills, and other legitimate business factors.

Transform your Career at ECPI University

Since 1966, ECPI University’s employees have been dedicated to helping students achieve their academic and career goals through our unique education model. Our culture is to prioritize our students’ success through the support of our dynamic team and industry focused curriculum.

ECPI University provides a stable work environment, with professional growth opportunities, and competitive benefits. If you are interested in joining us in making a difference in students’ lives, we would love to hear from you to discuss the opportunity.

Benefits of Employment

ECPI University provides comprehensive benefits to full-time employees, some of which are highlighted below:

• Tuition scholarship program available to full-time employees and their immediate family members after 90 days of employment
• Competitive compensation and medical/dental benefit plans
• PTO and holiday pay
• 401(k) participation with possible employer contributions
• Part-time and Adjunct employees have a different list of benefits that can be provided when requested

Position Summary

The Talent Management Specialist supports the development and implementation of programs that enhance employee performance, professional development, engagement, and the overall employee experience. This individual contributor role is responsible for the day-to-day coordination and administration of key talent management programs, including performance management, new-hire orientation and onboarding, learning and development, employee engagement, and organizational change initiatives.

Working closely with HR Operations, managers, and departments across the university, the Talent Management Specialist helps ensure employees have the tools, resources, training, and support needed to be successful throughout the employee lifecycle.

This position is highly hands-on and requires strong organizational, communication, facilitation, and project coordination skills. The successful candidate will be comfortable managing multiple programs and priorities while providing responsive support to employees and managers.

Key Responsibilities

Performance Management & Talent Development

• Coordinate and administer the university's performance evaluation and performance management processes.
• Monitor performance evaluation timelines, completion rates, and documentation to ensure established deadlines and requirements are met.
• Provide guidance and support to managers and employees regarding performance management processes, tools, and resources.
• Assist managers with goal setting, performance conversations, coaching practices, and employee development planning.
• Develop and maintain performance management resources, guides, templates, training materials, and communications.
• Track and analyze performance management data to identify trends, participation levels, and opportunities for improvement.
• Support employee development, career development, succession planning, and talent development initiatives.
• Coordinate training and resources that strengthen manager effectiveness and employee performance.

New-Hire Orientation & Onboarding

• Coordinate and facilitate new-hire orientation programs to provide employees with an engaging and informative introduction to the university.
• Manage orientation schedules, presentations, materials, communications, and related logistics.
• Partner with HR Operations and hiring managers to support a consistent and effective onboarding experience.
• Ensure new employees receive information regarding the university's mission, values, culture, policies, resources, and employee expectations.
• Maintain and update orientation and onboarding materials to ensure content remains accurate, relevant, and engaging.
• Gather feedback from new employees and managers to identify opportunities to continuously improve the onboarding experience.
• Track onboarding participation and completion of required activities and training.

Learning & Development

• Coordinate employee learning and professional development programs that support individual and organizational needs.
• Assist with identifying training needs through employee feedback, performance trends, manager input, and organizational priorities.
• Coordinate instructor-led, virtual, e-learning, and blended learning programs.
• Facilitate employee and manager training programs as needed.
• Develop and maintain training materials, presentations, job aids, and other learning resources.
• Administer and maintain the Learning Management System (LMS), including course assignments, completion tracking, reporting, and employee support.
• Monitor required and compliance-related training and follow up on outstanding assignments.
• Evaluate training effectiveness through participation data, employee feedback, assessments, and other available metrics.

Employee Engagement

• Support employee engagement initiatives that strengthen employee satisfaction, connection, recognition, and retention.
• Coordinate employee recognition programs, engagement activities, events, and internal campaigns.
• Assist with the administration of employee engagement surveys, including communications, participation tracking, and reporting.
• Compile and analyze employee feedback and engagement data to identify trends and areas for improvement.
• Partner with HR and university departments to support initiatives that promote a positive and collaborative workplace culture.
• Support programs that encourage employee recognition, continuous feedback, professional growth, and involvement.

Organizational Development & Change Support

• Support organizational development and change management activities associated with new programs, processes, systems, and organizational initiatives.
• Assist with change communications, training materials, stakeholder communications, and employee readiness activities.
• Coordinate training and informational sessions related to organizational and technology changes.
• Assist with gathering employee feedback and identifying questions, concerns, and potential barriers to adoption.
• Support change readiness and adoption activities through surveys, communications, training, and follow-up.
• Maintain change management resources, templates, documentation, and project materials.
• Partner with HR, Information Technology, project teams, and business stakeholders to support successful implementation and employee adoption of organizational changes.

Program Administration & HR Partnership

• Serve as a resource for employees and managers regarding talent management programs, processes, tools, and resources.
• Partner with HR Operations and university departments to coordinate talent management activities and ensure a consistent employee experience.
• Develop and distribute communications related to performance management, onboarding, learning, engagement, and other talent initiatives.
• Maintain accurate program documentation, records, calendars, reports, and employee participation data.
• Respond to employee and manager questions and provide timely assistance with talent management programs.
• Support special HR projects and university-wide initiatives as assigned.

Analytics & Continuous Improvement

• Track and report key metrics related to performance management, onboarding, learning and development, employee engagement, and other talent programs.
• Monitor program participation, completion rates, employee feedback, and other measures of effectiveness.
• Identify trends and recommend practical improvements to talent management programs and processes.
• Assist with developing reports, presentations, and dashboards for HR leadership.
• Stay current on talent management, employee development, onboarding, performance management, and learning and development best practices.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Education, or a related field.
• 3–5 years of experience in Human Resources, Talent Management, Learning & Development, Organizational Development, or a related area.
• Experience supporting or administering performance management and employee evaluation processes strongly preferred.
• Experience coordinating or facilitating new-hire orientation, onboarding, or employee training programs.
• Experience with HRIS and Learning Management Systems (LMS) preferred.
• Experience developing presentations, training materials, employee communications, and other HR resources.
• Knowledge of talent management, adult learning, employee engagement, and performance management practices.
• Exposure to organizational change management methodologies such as Prosci ADKAR, Kotter, or similar frameworks is a plus.
• Strong organizational and project coordination skills with the ability to manage multiple priorities and deadlines.
• Strong written and verbal communication skills.
• Comfortable facilitating presentations and training sessions for employees and managers.
• Strong attention to detail and ability to maintain accurate records and reporting.
• Ability to analyze data, identify trends, and recommend practical improvements.
• Ability to build effective working relationships with employees, managers, HR colleagues, and stakeholders across the university.

Core Competencies

• Performance Management
• New-Hire Orientation & Onboarding
• Talent Development
• Learning & Development
• Training Facilitation
• Employee Engagement
• Program Coordination
• Learning Management Systems
• HRIS & Reporting
• Employee Communications
• Change Management Support
• Data Analysis & Reporting
• Project Coordination
• Relationship Building
• Continuous Improvement

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