Talent Acquisition & Development Manager

Job Details Job Location: Springfield Administrative Office - Springfield, IL Position Type: Full Time

Education Level: 4 Year Degree:

Salary Range: $67600.00 - $97000.00 Salary/year Travel Percentage: Occasional Job Shift: Mon thru Fri Job Category: Human Resources

Description:

Job Title: Talent Acquisition and Development Manager Department: Human Resources

• Reports To: Chief People Officer/Corporate Compliance Officer

Classification: Exempt EEO-1 Category: First/Mid-Level Officials and Managers Safety Sensitive: Yes Authorized Driver: Yes Supervises: Talent Acquisition and Onboarding Specialist Job Summary The Talent Acquisition & Development Manager leads the strategic design and execution of recruitment, onboarding, and employee development initiatives across the organization. This role ensures LLGI attracts, hires, and develops talent in alignment with organizational goals, compliance standards, and culture-building priorities. The Manager oversees the full talent lifecycle: sourcing pipelines, hiring processes, onboarding, training, performance, career pathways, and leadership development.

Essential Job Duties Talent Acquisition

• Design, implement, and continuously improve recruitment strategies to attract high-quality talent across all departments.
• Lead full-cycle recruiting workflow design, including sourcing strategies, screening standards, interview processes, and selection practices.

Coach hiring managers on interviewing, candidate evaluation, and workforce planning.

• Design and lead data-driven recruitment strategies to reduce time-to-fill, improve quality-of-hire, and increase retention across the organization.
• Develop and monitor recruitment KPIs, including time-to-fill, applicant-to-interview ratios, hiring manager satisfaction scores, turnover, diversity metrics, and 90-day retention.
• Provide training and coaching to hiring managers on interviewing, behavioral assessment, and equitable hiring practices.
• Maintain pipelines of qualified candidates by leveraging community partnerships, workforce agencies, colleges, and digital sourcing strategies.

Partner with HR Operations Manager to ensure seamless handoffs from onboarding to HR processing.

• Build and maintain relationships with community partners, schools, workforce agencies, and industry organizations to support sourcing pipelines.

KPI Expectations (Talent Acquisition) 95% of open positions filled within established time-to-fill standards (varied by role type). 90% 90-day new-hire retention rate for all positions. 100% completion of all recruiting-related documentation, including interview notes, selection rationale, and required pre-employment steps.

100% accurate and timely processing of new-hire I-9s, E-Verify submissions, and onboarding documents. Zero missed deadlines for pre-employment compliance requirements (background checks, MVR checks, credential verification, etc.).

• Maintain applicant communication response time within 48 hours to ensure a positive candidate experience.

Achieve 90% hiring manager satisfaction score during quarterly recruitment surveys.

• Maintain fully staffed status across departments at 95%, excluding approved leaves or vacancies in active recruitment.

Meet or exceed annual diversity hiring goals, ensuring equitable sourcing and recruiting practices.

• Provide weekly recruitment dashboards on time, with accurate data on candidate pipelines, time-to-fill, turnover, and hiring trends.

Reduce offer declines through 85% offer acceptance rate, supported by proactive candidate engagement and market alignment.

• Maintain 90% completion of post-interview debriefs with hiring managers to ensure consistent, compliant hiring decisions.

Talent Development Learning Strategy & Program Development

• Develop and implement an annual Learning & Development (L&D) plan aligned with organizational priorities, including leadership development, compliance training, and skills-based learning.
• Lead the design and rollout of new leader onboarding, frontline manager training, and mission-specific development tracks.
• Conduct annual organization-wide training needs assessments to identify skill gaps and prioritize learning initiatives.
• Design, implement, and evaluate employee development programs, including LLGI’s leadership development tracks, new leader onboarding, and training calendars.
• Oversee compliance training and ensure completion across all roles.
• Identify organizational skills gaps and develop training solutions in partnership with leaders.
• Maintain learning management systems and training content libraries.
• Collaborate with Mission Services to support workforce development initiatives.

• Training Delivery & Evaluation
• Develop training using adult-learning principles, blended learning, microlearning, and experiential learning approaches.

Track and report on key training metrics, including:

• Training completion rates across all departments

Learning effectiveness using Kirkpatrick Levels 1–3 (reaction, learning, behavior) Post-training performance or behavior change indicators

• Training hours per employee, per role

Partner with managers to assess whether training is improving performance, safety compliance, retention, and engagement.

• Onboarding & Talent Development
• Oversee a structured onboarding program that drives consistent employee experience and improves early-stage retention.

Track and report:

New-hire 30/60/90-day success rates First-year turnover trends and root-cause analysis

• Onboarding satisfaction scores

Partner with HR Operations to support seamless new-hire transitions into the organization.

• Training Administration & LMS Oversight
• Manage the learning management system (LMS), ensuring accurate employee assignment, tracking, and reporting.
• Maintain up-to-date training libraries, compliance modules, and competency-based development resources.

Provide monthly L&D dashboards to leadership that summarize:

Completion rates Learning hours

• Training ROI indicators

Departmental compliance gaps Certification or credentialing achievements KPI Expectations (Talent Development) 98% completion rate for all required compliance, onboarding, and annual training assignments across all departments. 100% on-time assignment and tracking of required trainings within the LMS (for new hires, promotions, and compliance cycles).

Zero missed deadlines for required training reports, grant reporting, credential renewals, or documentation associated with training compliance. 95% accuracy rate in LMS data, including course assignments, completions, rosters, and certifications (validated through quarterly audits).

• Develop and publish monthly L&D dashboards on schedule, including completion rates, overdue training, and department-level trends.

Achieve 85% post-training satisfaction score (Kirkpatrick Level 1) for instructor-led or virtual training sessions.

• Demonstrate measurable performance improvement on targeted skills or behaviors (Kirkpatrick Level 3), as validated through manager follow-up within 60 days.
• Maintain 90% completion rate for new-hire onboarding training within required timeframes (e.g., 30/60/90 days).
• Design and implement at least 2–3 new or updated training programs annually that support organizational priorities or compliance needs.
• Ensure 100% of leaders complete required leadership development modules within established timelines.

Reduce overdue training assignments year-over-year through proactive communication, reminders, and manager coaching.

• Provide quarterly talent-development reports to leadership outlining progress, opportunities, and areas needing intervention.
• Maintain complete and accurate training records for audit readiness, accreditation requirements, and regulatory reviews.
• Performance Management
• Lead the design, implementation, and annual improvement of the organization’s Performance Management System.

Partner with the CPO to ensure the performance management process aligns with organizational mission, values, competencies, and strategic priorities.

• Develop and maintain performance management tools, forms, Success Profiles, rating scales, and workflow documents.
• Train leaders and supervisors on effective performance conversations, documentation, coaching, and goal-setting using adult-learning and SHRM-aligned best practices.
• Facilitate the annual performance review cycle, including communication, timelines, reminders, calibration guidance, and support materials.
• Conduct quarterly audits of performance logs, performance documentation, and coaching conversations to ensure consistent application.
• Analyze performance evaluation data to identify trends, strengths, and gaps across departments.
• Identify training, coaching, and development needs that emerge from performance evaluations and partner with leaders to implement solutions.
• Support succession planning by identifying high-potential employees and aligning development plans with organizational needs.
• Create and maintain a Leadership Competency Framework aligned with LLGI’s mission and culture, ensuring all competencies are embedded into performance evaluations.
• Provide technical and workflow support for performance management processes within the HRIS/LMS systems.

Serve as a subject matter expert for managers and leaders on performance-related questions, documentation expectations, and best practices.

• Ensure performance management processes comply with all documentation, legal, and record-retention standards.

Partner with HR Operations Manager to ensure smooth handoff when performance warrants progressive discipline. KPI Expectations (Performance Management) 100% on-time completion of annual performance evaluations across all departments. 95% completion rate for mid-year check-ins or quarterly performance conversations (based on organization structure).

100% of new supervisors trained on performance management expectations within their first 60 days. Zero missed deadlines for performance-cycle communications, system openings/closings, and required reporting. 90% of managers meeting documentation quality standards based on quarterly audits of performance notes and coaching logs.

• Performance Improvement Plans (PIPs) initiated within 5 business days of identified performance issues when required.

Annual competency alignment review completed on schedule, ensuring performance evaluations reflect current Success Profiles.

• Provide monthly performance-analytics dashboard tracking completion rates, performance distributions, and departmental trends.
• Identify at least 3 organization-wide training needs annually based on performance evaluation data and competency gaps.
• Maintain 100% compliance with record-retention, documentation standards, and audit requirements related to performance files.
• Improve leadership performance capability year-over-year, as measured through training evaluations and follow-up assessments.

Increase overall performance management satisfaction scores among leaders and employees (via survey) annually.

• Leadership & Operational Responsibilities
• Lead, coach, and develop the Talent Acquisition & Onboarding Specialist, ensuring strong performance in full-cycle recruiting and onboarding.

Work collaboratively with HR Operations Manager to improve lifecycle HR processes and talent workflows.

• Maintain equitable, inclusive hiring and development practices aligned with SHRM and ATD standards.
• Manage relationships with external trainers, government agencies, colleges, and community partners to enhance workforce development.
• Maintain recruiting and L&D budgets, ensuring efficient and high-impact use of resources.
• Manage employer branding initiatives, job postings, career fairs, and digital outreach strategies.

KPI Expectations (Leadership)

• Maintain 100% SOP adoption across daily HR operations.
• Improve team productivity through clear KPIs and workflow assignments.
• Demonstrate measurable team development through performance review outcomes and skill growth.

Organization Expectations

• Builds trust by interacting with others in a way that gives them confidence.
• Drives and contributes to the implementation of change management efforts.

Travels to locations within the LLGI territory.

• Ensures that the customer’s perspective is a driving force behind customer satisfaction.

Seeks to understand internal and external customer circumstances, problems, expectations and needs. Identifies organizational needs and creates solutions.

• Builds awareness around LLGI’s mission, vision and values.

Identifies opportunities and generates ideas to improve human resources department and organizational objectives. Initiates action to create value, advance and meet departmental demands. Partners with leadership and staff to identify, assess, create, and implement process improvement.

• Enforces and models awareness of safety and loss prevention.
• Ensures that all safety standards are being followed.
• Participates in professional organizations, seeks development opportunities, and stays current in field.
• Leads and embraces the mission, vision and values of LLGI.

Seeks to understand individual differences and values to build workplace relationships. Actively pursues personal development opportunities

• Performs other duties as required or assigned.

Competencies Authenticity Courage Influence Emotional Intelligence Positive Disposition Navigating Complexity Facilitating Change

• Developing Others

Compelling Communication

• Leadership Disposition

Optimizing Diversity

Qualifications:

Education, Experience, and Credentials Bachelor’s degree in Human Resources, Organization Development, Business, or related field or work experience equivalent to a 4-year degree required. 4–6 years of HR, recruitment, or talent development experience. 2+ years of leadership experience preferred. SHRM-CP/PHR required; SHRM-SCP/SPHR preferred.

Requires CPR/First Aid certification or ability to obtain certification within six months of employment Requires valid driver’s license, acceptable driving record and proof of insurance

Experience managing training programs and onboarding initiatives required.:

Experience in nonprofit, mission-based or multi-site environment preferred.:

Knowledge, Skills, and Abilities Strong communication, project-management, and relationship-building skills. Strong knowledge of interviewing, talent pipelines, assessment tools, and adult-learning principles. Proficiency with Applicant Tracking Systems (Paycom preferred), Learning Management Systems, and Google Workspace platform.

Strong working knowledge of training development platforms such as Articulate 360, Camtasia, Canva, Adobe Captivate, or others in the learning space. Strong communication, problem-solving, emotional intelligence, and decision-making skills. Requires proficiency with or the ability to quickly learn LLGI’s HRIS and ATS.

Requires ability to make compelling presentations before groups to convey information and ideas. Requires strong interpersonal, verbal and written communication skills. Requires ability to manage multiple conflicting priorities. Requires ability to develop strong trusting relationships in order to gain support and achieve results.

Requires ability to maintain confidentiality of information related to LLGI operations, financial matters and personnel matters. Requires ability to gather data, compile information and write reports. Requires proficiency with Microsoft Office and Google Workspace products including Word, PowerPoint, Outlook, Excel, Gmail, Docs, Sheets, Slides.

Requires excellent organizational, problem solving and collaboration skills.

• Demonstrates sensitivity and the ability to communicate with a diverse population; promotes diversity and inclusion throughout the organization.

Requires ability to interact with people in a manner which enhances their dignity, privacy and confidentiality. Requires a high level of professionalism, integrity, business conduct and ethical behavior. Requires ability to work independently while fostering a strong team atmosphere.

• Maintains strong knowledge of, models and follows LLGI policies and procedures.
• Demonstrates professionalism.

Embraces the mission, vision and values of LLGI. Physical Requirements Office position, primarily sedentary Some travel required Environmental Conditions Office environment Some exposure to warehouse and light industrial environments when traveling to LLGI worksites Tools and Equipment Basic office equipment, including computer, calculator, photocopier, scanner, and telephone. Company vehicle.

Regular Contacts LLGI Staff Volunteers/Community Service Workers Vendors/Suppliers General Public Donors/Customers Service Participants GII Staff Stakeholders Accrediting Agencies Federal/State Agencies Auditors/Surveyors Our Commitment to Diversity LLGI recognizes our employees’ differences in age, disability, veteran status, ethnicity, national origin, language, race, religion, family and marital status, socio-economic status, gender identity, sexual orientation, political affiliation, and other unique attributes. The individual differences, life experiences, knowledge, innovation, unique capabilities, and talent our employees bring to the workplace represent an essential part of our culture.