Manager, Career Lifecycle & Talent Development

Advances the mission, vision, strategies, values, and goals of Ring Power and the Human Resources function by designing, implementing, and continuously improving programs that support employee development throughout the employment lifecycle, from onboarding through career advancement and succession.

Serves as the primary subject matter expert and program owner for succession planning, career pathing, talent reviews, employee development planning, mentoring, coaching, new employee orientation, and new manager onboarding.

Partners with Human Resources leaders, HR Business Partners, senior executives, managers, and cross-functional stakeholders to identify organizational capability needs and develop practical talent solutions that support current operations and future business requirements.

Leads the company’s succession planning process, including identification of critical positions, evaluation of internal talent, assessment of succession readiness, development of successor action plans, and ongoing monitoring of organizational bench strength using all relevant data sources available.

Designs, establishes, and maintains career paths and career progression frameworks for key job families in partnership with operational leaders, Human Resources, Compensation, Talent Acquisition, and Training and Development.

Establishes and maintains a consistent Individual Development Plan process that enables employees and managers to identify development goals, required capabilities, learning opportunities, practical work experiences, and measures of progress.

Provides consultation, tools, and guidance to Human Resources and management regarding Performance Improvement Plans and other structured employee improvement plans to promote consistency, clarity, accountability, and appropriate follow-through.

Designs, implements, and evaluates formal employee mentoring and coaching programs, including program eligibility, participation expectations, matching processes, tools, communications, effectiveness measures, and training for employees involved in these programs.

Develops and provides resources and training to strengthen managers’ ability to coach employees, deliver meaningful feedback, establish clear expectations, conduct development conversations, and support employee growth.

Oversees and continuously improves Ring Power’s new employee orientation and onboarding experience in coordination with Human Resources, Safety, Training and Development, Information Technology, Payroll, Benefits, and operating departments.

Develops and maintains new manager onboarding and transition programs that help managers understand Ring Power’s culture, leadership expectations, employment practices, available resources, and responsibilities for managing and developing employees.

Designs, develops, facilitates, or coordinates training programs, workshops, tools, and resources relating to career development, succession planning, coaching, mentoring, performance management, employee development, and manager capability.

Uses employee feedback, program evaluations, workforce information, talent data, and business input to identify needs, evaluate program effectiveness, recommend improvements, and establish priorities.

Remains current on developments and best practices in talent management, succession planning, career development, adult learning, coaching, mentoring, onboarding, performance management, organizational development, and Human Resources.

Performs other duties as assigned