Onboarding & Development Manager

Onboarding & Development Manager

The Onboarding & Development Manager is responsible for the full life cycle of recruiting and hiring. Responsibilities include all pre-employment onboarding tasks such as background checks, testing, document management and hand off to the appropriate hiring manager. This role will also plan, direct, and coordinate programs to enhance the knowledge and skills of the employees of Adams Beverages.

This position will be responsible for the analysis of what it takes to be a successful employee at Adams Beverages by evaluating competencies, completing a gap analysis, and developing content to upskill existing leaders; develop new mid-level leaders and all general employees. The position will create plans for evaluating current talent and bringing new talent into the organization.

The Onboarding & Development Manager reports to the Director of Human Resources.

This is an exempt state specific management position.

Travel Requirements – 15%

Primary Objectives

Recruiting & Onboarding:

• Partners with hiring managers to determine staffing needs.
• Manages all requisitions, including posting of open positions internally and externally.
• Screens resumes, manages preliminary interview with appropriate candidates (by phone or in person), administers appropriate assessments, completes reference/background checking, makes recommendations for hire (or not hire) and delivers employment offers.
• Serves as an expert for recruiting candidates.
• Uses traditional and non-traditional resources to identify and attract quality candidates such as career fairs, online job fairs, community network events, social media, etc.
• Develops advertising programs (internal and external) to ensure high visibility with potential candidates.
• Manages internal transfer process including screening and coordination.
• Follows up with candidates and managers to ensure updated information on the hiring process.
• Develops and maintains excellent relationships with internal and external clients to ensure achievement of staffing goals.
• Communicates important employment information during delivery of employment offers (i.e. benefits, compensation, non-competition agreements, etc.).
• Works with Director of Human Resources to ensure compliance with all federal/state laws and regulations including Affirmative Action Plan compliance.
• Manages document filing and retention according to company policy.
• Maintains memberships and affiliations with trade/professional organizations related to industry.
• Works with entire staff and management team to effectively capture company culture items and events.
• Coordinates employee events and gifts.

Employee Development:

• Creates and conducts employee training programs.
  • Plans, develops, and provides training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.
  • Conducts training programs firsthand and trains key knowledge holders to conduct training.
• Confers with management and conducts surveys to identify training needs based on projected production processes, changes, and other factors.
  • Conducts opinion surveys or needs assessments.
  • Confers with organizational members to accomplish work activities.
• Develops and organizes training manuals, multimedia visual aids, and other educational materials as needed.
• Coordinates established courses in conjunction with technical and professional courses and designates training procedures.
• Works closely with management for employee evaluations, performance plans and individual development plans.
• Oversees administration and accuracy of employee training records within ABU.
• Prepares training budget, including operational budget, for the training department.
• Evaluates the performance and effectiveness of training programs, instructors, and materials, providing recommendations for improvement.
• Analyzes training needs to develop new training programs or modify and improve existing programs.

Miscellaneous:

• Attends meetings and company events as needed.
• Assesses metrics of events and programs to evaluate success against plan and create and identify opportunities for improvement.
• Completes other independent special HR projects as directed.

Onboarding & Development Manager Requirements

Competencies:

• Communication – the Onboarding and Development Manager must clearly communicate information and facilitate learning by diverse audiences. They also must be able to effectively convey instructions to their staff.
• Critical-thinking – the Onboarding and Development Manager must use critical-thinking skills when assessing classes, materials, and programs. They must identify the training needs of an organization and recognize where changes and improvements can be made.
• Decision-making - the Onboarding and Development Manager must select or create the best training programs to meet the needs of the organization. For example, they must review available training methods and materials and choose those that best fit each program.
• Interpersonal/Team skills - the Onboarding and Development Manager need strong interpersonal skills to deliver and organize training programs through collaborating with staff, trainees, subject matter experts, and the company’s leaders.
• Leadership - the Onboarding and Development Manager is often in charge of a staff and are responsible for many programs. They must be able to organize, motivate, and instruct those working under them.
• Excellent computer skills in a Microsoft Windows environment, with an emphasis on Excel, Outlook, and PowerPoint
• Database management and record keeping
• Above average knowledge of HRIS (ADP preferred)
• Ability to adapt to the changing needs of hiring and training
• General knowledge of employment laws and practices.
• Evidence of the practice of a high level of confidentiality
• Above average time management skills
• Understanding of the importance of diversity and inclusion

Education and Experience:

Candidates should have a combination of education and related work experience.

• Bachelor’s Degree preferred with a concentration in training and development, human resources management, organizational development, or business administration.
• Additional preferred educational areas include instructional design, behavioral psychology, or educational psychology.
• 3-5 years of related work experience. Experience in the beverage industry is preferred.
• Experience in information technology to maintain and introduce e-learning and technology-based tools.

Physical Demands

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the Manager. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Manager.

While performing the responsibilities of the Manager, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.

Work Environment

While performing the responsibilities of the Manager, these work environment characteristics are representative of the environment the Training & Development Manager will encounter. Reasonable accommodation may be made to enable people with disabilities to perform the essential functions of the Manager's job.

While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate.