Penn State Job Catalog

Additional levels that exist for this job profile can be seen below.

The defined natural career progression within or between job profiles.

Talent Management

Talent Management Specialists are responsible for university-wide programing designed to attract, develop, and retain top talent; works closely with managers, HR teams, and leadership to identify talent gaps; implements development programs; supports the talent lifecycle from onboarding to performance management and succession planning.

• Design and execute employee development programs, including leadership development, training initiatives, skill building, workforce planning, and career progression plans
• Conduct training/professional development needs assessments with stakeholders and work with subject matter experts to build content
• Establish program curriculum, learning objectives, and structure; determine the appropriate delivery method
• Collaborate with management and HR partners to identify skill gaps and provide solutions through targeted learning and development strategies
• Lead the development and execution of performance management processes, including goal setting, evaluations, and regular feedback
• Guide managers and HR partners on performance review cycles to ensure consistency and alignment with organizational goals
• Monitor employee satisfaction and engagement levels through surveys, focus groups, and feedback mechanisms
• Work with leadership to implement initiatives that improve employee retention, satisfaction, and overall organizational culture
• Serve as a subject matter expert on the university’s learning management system and other electronic solutions dedicated to employee development
• Use data and analytics to assess the effectiveness of talent management strategies and programs
• Provide regular reports on talent management metrics, such as training completion, performance trends, and employee turnover
• Identify trends and insights that can drive improvements in talent acquisition, retention, and development
• Build a network of external resources to ensure Talent Management has subject matter experts to support program design and delivery
• Partner with HR colleagues on broader HR initiatives such as compensation, benefits, talent acquisition, equity and inclusion, and organizational development
• May supervise staff members, including hiring, development, and performance management

Level:

– Professional

Base Description:

– Completes activities, tasks, and/or projects of a functional nature.

Level Summary:

– Demonstrates baseline working knowledge of routine work tasks. Follows the standard principles and practices. Acts under direct and frequent supervision using established procedures with detailed instructions. Participates as a team member and actively contributes to completion of team goals. Clearly communicates information.

Supervisory Responsibilities:

– None

Fiscal Responsibilities:

– Typically none

Problem Solving:

– Encounters routine problems
– Follows recommended course of action and procedures to resolve problems

Independence of Action:

– Work is closely monitored by supervisor
– Detailed instructions and procedures are provided
– Applies standard operating procedures with limited guidelines for deviation

Communication and Collaboration:

– Typically communicates internally within working unit
– Collaborates closely with team members
– Clearly communicates information, ideas, or instructions verbally and in writing

• Comp Grade – 7
• Minimum – $46,400.00
• MidPoint – $56,800.00
• Maximum – $67,300.00