Penn State Job Catalog

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

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:

– Advanced Professional

Base Description:

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

Level Summary:

– Demonstrates proficient and comprehensive knowledge of defined skill areas/applications. Applies knowledge of principles, practices, and procedures of a particular field to decision-making and problem–solving. Works under minimum supervision on varied and sometimes difficult work assignments, conferring with supervisor or subject matter experts on unusual matters. May lead others or a team in completion of complex assignments. Interprets and communicates information clearly, accurately, and persuasively. Researches and tries new approaches when solving difficult or novel problems.

Supervisory Responsibilities:

– Indirect supervisor or mentor for other full–time employees
– May serve as direct supervisor for part–time, student, and/or temporary workers, volunteers, or a full–time employee

Fiscal Responsibilities:

– May validate and pay invoices
– May monitor/track budgets and funding

Problem Solving:

– Encounters generally routine problems with progressively more complex and/or varied problems
– Typically follows recommended course of action and procedures to resolve problems
– May apply specialized knowledge and skills to resolve complex and/or varied problems, with supervisor oversight
– Researches and tries new approaches when solving problems

Independence of Action:

– Works with minimal supervision on more difficult work assignments, conferring with supervisor on unusual matters
– Follows precedents and procedures
– May set priorities and organize work within general guidelines established by supervisor

Communication and Collaboration:

– Communicates internally and externally within working unit and the University
– May communicate with external audiences for business purposes
– Promotes open communication in a manner that builds relationships among team members
– Applies appropriate strategies for managing conflict; negotiate reasonable compromises; propose and evaluate possible solutions
– Interprets and communicates information, ideas and instructions clearly, accurately and persuasively both verbally and in written materials intended for distribution

• Comp Grade – 10
• Minimum – $61,800.00
• MidPoint – $75,700.00
• Maximum – $89,600.00

• Content creation
• Content management
• Critical Thinking
• Cultural competency
• Data Analysis
• Needs Assessment
• Performance Management
• Policy implementation
• Presentation Skills
• Process development
• Strategic thinking
• Training & Development