The Talent Management Partner position will focus on supporting various aspects of Talent Management, including Career Management, Employee Engagement, and Individual Development Plans. With the primary focus being Employee Engagement and development. In this role, the Talent Management Partner will collaborate closely with the Talent Management Director to implement strategies and initiatives that enhance our workforce capabilities and engagement.

Employee Engagement

• Collaborate with cross-functional teams to implement engagement-related strategies
• Guide leaders in developing, implementing, and tracking engagement initiatives
• Lead the org-wide rollout and execution of engagement processes in Workday
• Analyze engagement data and identify insights to drive improvements at the team and organization level
• Support communication and change management efforts related to engagement initiatives
• Track progress and measure impact of engagement activities
• Own and facilitate HRBP engagement onboarding
• Update quarterly decks that are shared throughout the business
• Lead quarterly management meetings

Individual Development Plans & Talent Review

• Facilitate ongoing Individual Development Plan (IDP) training
• Change management agent for development tools in HRIS (Workday). This includes:
  • Creating and distributing training resources
  • Facilitating raining
  • Creating communication plan
• Monitor and track progress on IDPs
• Coordinate and Facilitate Talent Review sessions with leaders across the
  business
• Identify high potential employees, talent gaps, and support development
  plans
• Maintain accurate talent data and calibration materials to support talent
  discussions
• Create and implement organization-wide career pathing framework
• Develop and execute skill mapping across various roles and levels

Additional Responsibilities Across Talent Development Function

• Potential to partner with Learning & Development department to develop and deliver training as appropriate
• Potential to partner with Talent Programs department to assist delivering development programs
• Regularly update Talent Management portal and metrics
• Collaborate with the Talent Management Senior Partner on performance review related initiatives
• Other duties as assigned

• BA/BS degree preferred; or high school diploma with demonstrated relevant experience of 3+ years in Talent Management or Organizational Development, or HR Operations.
• HR experience in supply chain, transportation, manufacturing or distribution is preferred.
• Workday experience preferred.
• Excellent interpersonal, written and oral communication skills is a must, including the ability to communicate at all levels both inside and outside of NFI.
• Ability to cultivate relationships both internally and externally that generate a positive perception of NFI and the Talent Development function.
• Proficiency in HRIS and data management tools
• Excellent project management skills. Demonstrated ability to handle multiple assignments and respond quickly to changing business needs and priorities while maintaining attention to detail.
• High level of proficiency with technology, such as Microsoft Office, GSuite and various recruiting technologies, including online communications, search engines and career websites.
• Highly motivated with the ability to work independently and as part of a team.
• Ability to work across all business units and be willing to travel as necessary.

We are excited to share that the base salary for this position is $80,000.00, based on the national average for the position. This position is also eligible for an annual discretionary bonus, targeted at 3%. NFI takes into consideration applicants' qualifications, experience, education, and geographic location when determining a starting rate of pay.

Employees are also eligible for a robust benefit program, which includes Medical, Dental, Vision, Prescription Drug Coverage, 401k Plan, Wellness Program, Life Insurance, Paid Time Off, and Paid Parental Leave, among other benefit plan options.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

LA County Applicants: The Company will consider qualified applicants, including those with criminal histories, in a manner consistent with applicable state and local laws.