[Hiring] Talent Manager @Epika Fleet Services, Inc.

Role Description

The Talent Manager is responsible for building and running the organization's talent development infrastructure — from onboarding through leadership readiness. This role owns training strategy, onboarding, technical training, apprenticeship and career pathing programs, talent development and performance management for a multi-entity organization with a mixed hourly and salaried, field-based workforce. The ideal candidate is a builder: someone who can roll up their sleeves, design programs from scratch, work with moderate resources and limited existing infrastructure, and lead a small team while staying hands-on with content and delivery.

Responsibilities

• Training Strategy & Delivery
  • Establish and maintain a 3-year training roadmap aligned to business and operational strategy across all entities/regions.
  • Continuously assess training effectiveness and adjust content based on field feedback, performance data, and evolving operational needs.
• Onboarding
  • Manage the new hire onboarding program end-to-end, ensuring robust content development and delivery.
  • Establish robust onboarding processes for all positions, including Technician-specific transition from pre-hire to technical training and Salaried 30-60-90 day.
  • Drive direct employee engagement during onboarding to improve new hire retention and time-to-productivity.
  • Identify opportunities to leverage technology to enhance/improve the onboarding process.
• Technician Training
  • Develop onboarding and ongoing Technician training curricula in partnership with Technical Trainers and ensure high-quality training delivery.
  • Develop train-the-trainer programs to scale Technical Trainer capacity across regions.
  • Establish methods to identify changing and updated technology and repair process changes and adjust training curricula appropriately.
  • Establish mentor programs pairing tenured technicians/leaders with newer employees or HiPo participants.
• Apprenticeship Program
  • Develop and manage a Technician apprenticeship program, including curriculum design, progression milestones, and certification/credentialing pathways.
  • In conjunction with Talent Acquisition, build relationships with technical/vocational schools, DOL apprenticeship resources, or industry associations to generate a robust pipeline of apprenticeship candidates.
  • Leverage Apprenticeship experiences into future marketing efforts for Apprentice candidates.
• Leadership Development
  • Develop and manage the Company’s High Potential (HiPo) program, including identification criteria, development plans, mentor identification/assessment, HiPo curricula and measurement of program impact.
  • Design leadership development content appropriate for Manager, Director, and VP-level competency progression. Establish a continuous cadence of leadership development content delivery to all organization leaders.
  • Lead Talent Review activities for all levels of the organization, including succession planning process design and Talent Review calibration facilitation (in partnership with CHRO).
• Career Pathing
  • Develop and manage career pathing frameworks across the organization, including field/technician roles and Field Support functions.
  • Create clear, communicable growth paths that support retention and internal mobility. Establish progression criteria that is understandable and achievable.
• Performance Management
  • Own and optimize the performance management process, including cycle design, tools/templates, manager enablement, and calibration support.
  • Own the Technician 30/60/90-day assessment framework, ensuring measures drive performance and Technician success. Partner with field leadership to drive 100% completion of 30/60/90-day assessments.
  • Partner with Compensation lead to establish correlations between performance and pay adjustments.
• Data Management/KPIs
  • Build and maintain a Learning Management System (LMS) strategy and technology approach suitable for a distributed, mobile field workforce.
  • Design and track talent development KPIs (e.g., onboarding completion/retention rates, apprenticeship graduation rates, HiPo advancement, internal fill rate) with regular report out to CHRO/executive team.

Qualifications

• Bachelor's degree in HR, Organizational Development, Education, or related field (or equivalent experience).
• 5+ years of progressive experience in talent development/training, including program design and team leadership.
• Experience designing programs for a mixed hourly/salaried and/or field-based, multi-location Technician workforce strongly preferred.
• Demonstrated resourcefulness and ability to build programs with moderate resources/existing infrastructure.
• Strong critical thinking skills and the ability to question/challenge the status quo.
• Experience with apprenticeship program design, LMS platforms, and performance management systems.
• Excellent facilitation, instructional design, and stakeholder communication skills.
• Strong business partnership skills with the ability to engage with employees at all levels of the organization.
• Lead, coach, and develop a team of Onboarding Coordinators and Technical Trainers across a remote/distributed structure.
• Comfortable operating remotely while maintaining strong team cohesion and collaboration.
• Ability to set team priorities, workload distribution, and performance expectations. Takes action to address non-performance in a timely manner.
• Models a roll-up-your-sleeves approach, staying involved in content creation and delivery, not just program oversight.

Benefits

• A genuinely competitive salary.
• A generous 401(k) with company match, because your future deserves real investment.
• Ample paid time off so you can rest, recharge, and come back sharp.
• Comprehensive medical, dental, and vision coverage to keep you and your family well cared for.

Pay Range

USD $100,000.00 - USD $120,000.00 /Yr.