Remote Talent Management Director

THE ORGANIZATION

Founded at the University of Michigan Medical School, TRAILS ( Transforming Research into Action to Improve the Lives of Students) is among the most innovative and rapidly-growing school-based mental health solutions in the country. Today, our growing team is working toward the TRAILS mission of transforming the landscape of youth mental health care delivery by equipping school staff with the training and resources they need to provide evidence-based and culturally responsible programming to their students.

To date, TRAILS has brought essential skills and resources to more than 14,000 teachers, administrators, and school mental health professionals. Our best-in-class program materials are built specifically for the school setting, and our unique training model is driven by research from the field of implementation science. Our website and library of materials are utilized by educators and clinicians across the United States and in more than 100 countries around the world. While our impact today is greatest in our home state of Michigan, TRAILS is expanding nationally with strong support from education and health sector leaders, public offices, and state policymakers.

As we work to respond to massive demand for TRAILS programming from schools and districts throughout the United States, our team is guided by a core commitment to equity: The TRAILS growth strategy identifies Title I designated schools as our broadest target population, and we aim specifically to impact students who experience high risk for poor mental health outcomes and disproportionate barriers to quality care. As we grow our team, we seek candidates who share our commitment to equity in health and healthcare access, who practice cultural humility, and who thrive in and contribute to an inclusive working environment.

THE ROLE

As a vital member of the TRAILS People team, you will play a key role in shaping and executing our Learning and Development, Performance Management, and Team Member Experience initiatives, all aimed at driving organizational success and impact while  fostering a positive workplace culture. This is an exciting opportunity for an individual with a proven track record of delivering results and successfully launching ambitious people initiatives in a dynamic, growing organization.

You will work in close collaboration with leaders, people managers, and team members to assess relevant needs, design innovative solutions, and implement programs that enhance employee engagement, performance, and culture. You’ll partner closely with the VP of People, as well as other members of the People team, including our Talent Acquisition Director and Human Resources Director.

Your expertise in designing and building systems, experiences, and processes from the ground up, along with your adaptability, and your strong background in people and change management, will be crucial to your success. If you are passionate about empowering individuals and creating an inclusive and thriving workplace, we encourage you to apply. This is a regular, full-time, exempt position with TRAILS.

THE RESPONSIBILITIES

Learning & Development (40%)

• Operationalize Talent Development Philosophy: Partner with the VP of People to shape and implement TRAILS’ talent development philosophy, ensuring it aligns with the organization’s strategic priorities.
• Develop Learning Strategy: Collaborate with leaders and team members to evaluate and identify learning needs throughout the organization, integrating these insights into a cohesive learning strategy with defined, measurable success metrics.
• Deliver Learning Experiences: Craft and facilitate dynamic virtual learning opportunities for team members, aligned with TRAILS’ talent development philosophy.
• Integrate Equity, Inclusion, and Belonging: Embed principles of equity, inclusion, and belonging throughout our learning strategy to cultivate a supportive and inclusive environment.
• Manage Learning Resources: Oversee the selection and management of vendors, learning tools, platforms, and resources to ensure alignment with organizational needs, accessibility, and effectiveness for all team members. Stay abreast of industry trends, best practices, and emerging technologies in talent development to continuously enhance our approach.
• Evaluate and Assess Learning Outcomes: Regularly assess the effectiveness of learning programs and make data-driven adjustments to enhance their impact on team member development and performance.
• Build a Learning Culture: Foster a culture of continuous learning and development throughout the organization, promoting resources and opportunities for professional growth.

Performance Management (30%)

• Launch and Refine our Inaugural Performance Management System: Alongside the VP of People, spearhead the implementation of our first-ever performance management system and cycle, including drafting comprehensive documentation, designing and facilitating training sessions, and providing ongoing support to department leaders, people managers, and all staff.
• Monitor Annual Performance Management Cycle: Oversee the annual performance management cycle, ensuring timely evaluations for all employees. This involves maintaining an annual review calendar, drafting and distributing communications, offering support to leaders and managers, and gathering feedback to enhance our system.
• Facilitate Training and Development Programs: Create and deliver training programs to empower managers and team members in effectively utilizing the performance management system.
• Analyze Performance Data: Conduct regular assessments of performance data to identify trends, generate insights, and provide data-driven recommendations for improving the performance management process.
• Cultivate a Culture of Feedback: Champion a culture of continuous feedback and development throughout the organization to drive staff results and organizational impact, boost team member engagement, and enhance overall performance.

Team Member Experience (20%)

• Enhance Onboarding and Offboarding Experiences: Evaluate current team member onboarding and offboarding processes to identify opportunities for improvement and to elevate the overall experience.
• Manage Staff Engagement Survey Administration: Work with the VP of People to oversee the biannual administration of our staff engagement survey through Culture Amp, including survey preparation, drafting and distributing communications, adhering to the project plan, and ensuring strong participation from team members.
• Analyze Engagement Survey Data: Lead the analysis of staff engagement survey results, providing initial recommendations on key focus areas, connected strategies, and preparing presentations for leadership and various teams.
• Support TRAILS Culture Initiatives: Assist in the implementation of TRAILS culture-related strategies, serving as the people team liaison for the WOW (working on wellness) working group.
• Drive Culture and Climate Initiatives: Contribute to various culture and climate initiatives to foster a positive and inclusive workplace environment.

Team responsibilities (10%)

• Attend all staff meetings and retreats, workgroups and other relevant TRAILS meetings as necessary.
• Support TRAILS team with all hands on deck events as needed and other team initiatives.

THE PERSON

Applicants should have at least 6-8 years of relevant professional experience. Our experience suggests that the following types of professional experiences lend themselves to this work:

• Expertise in Learning Program Development: Proven success in designing, implementing, and evaluating comprehensive learning programs from inception to completion.
• Knowledge of Adult Learning Principles: Strong understanding of adult learning theories and instructional design methodologies.
• Experience with Virtual Training: Proficiency in delivering engaging virtual training sessions to enhance learning outcomes.
• Performance Management Systems: Solid background in implementing and managing performance management processes at all levels of the organization.
• Employee Engagement Analysis: Experience conducting engagement surveys and translating results into actionable insights.
• Culture Enhancement Initiatives: Track record of implementing programs that foster mission-driven results, a positive workplace culture, and increased employee satisfaction.
• People Management: Proven experience in people management with a strong understanding of management best practices; ability to mentor and coach other managers to enhance their leadership skills and drive team performance.

Our experience suggests that the following types of skills lend themselves well to this work:

• Project Management Expertise: Proven ability to plan, execute, and monitor projects related to learning, performance, and engagement effectively, while demonstrating flexibility and adaptability.
• Data Analysis: Strong analytical skills to evaluate data on learning outcomes, performance metrics, and engagement levels, informing strategic decision-making.
• Exceptional Communication Skills: Excellent written and verbal communication abilities, with experience crafting and delivering impactful presentations to diverse audiences, including leadership.
• Cross-Functional Collaboration: Adept at building relationships and collaborating effectively at all levels to achieve shared goals.
• Commitment to Diversity, Equity, and Inclusion: Passionate about fostering an inclusive workplace culture that values diverse perspectives and ensuring learning and development opportunities are inclusive for all team members.
• Change Management: Skilled in leading change initiatives related to culture, learning, and performance in rapidly growing, remote and geographically dispersed environments.
• Familiarity with Learning Technologies: Knowledgeable in learning management systems (LMS) and performance management software to enhance employee engagement and development.

EDUCATION

Our experience suggests the following certifications and degree(s) lend themselves well to this work:

•  A bachelor’s degree in human resources, organizational development, business administration, or a related field; advanced degrees or certifications (e.g., SHRM or similar) are a plus.
• Applicable experience and competencies may be considered in lieu of formal education.

COMPENSATION

The salary range for this role is $122,382 - $129,181.

TRAILS offers a comprehensive benefits package including medical, dental, and vision as well as a 403B with a safe harbor match and short and long term disability. We offer a generous holiday and paid time off package.

APPLICATION NOTES

• Please provide your response to the following questions:

  • What is a professional accomplishment you are proud of that is related to this role?
  • Please provide an example of how you’ve integrated the values of DEI in a learning and development program or training you’ve led in the past?

• We are only considering applicants who are legally authorized to work in the United States.

• Our job descriptions reflect TRAILS’ assignment of essential functions and qualifications of the role. Nothing herein restricts management’s right to assign, reassign or eliminate duties and responsibilities to this role at any time.

• Please note that TRAILS employees may be required to undergo a background check. Findings do not automatically exclude candidates from the hiring process, but will be taken into consideration.

OUR COMMITMENT TO DIVERSITY, EQUITY, & INCLUSION

Addressing inequities in access to evidence-based mental health care is intrinsic to the TRAILS mission. The intentionality behind this approach is woven into everything we do at TRAILS, resulting in a staff-wide commitment to diversity, equity and inclusion for all facets of our program. If this commitment is something to which you could positively contribute, we encourage you to apply, particularly if your voice represents a historically excluded perspective.

TRAILS is an “at-will” and equal opportunity employer. Applicants and employees shall not be discriminated against because of race, religion, sex, national origin, ethnicity, age, mental or physical disability, sexual orientation, gender (including pregnancy and gender expression) identity, color, marital status, veteran status, medical condition, or any other classification protected by federal, state, or local law or ordinance.