Director of Talent Development

General Purpose This role leads enterprise-wide organizational development and learning strategies that ensure CSCF employees are resilient, innovative, and equipped to deliver on our mission. Reporting to the Senior Director of Human Resources, the Director of Talent Development drives CSCF’s learning and talent development strategy - aligning workforce capability with business priorities, growth objectives, and cultural aspirations. This leader oversees the design and delivery of scalable, high-impact learning solutions that enhance leadership readiness, workforce capability, and performance outcomes. Core focus areas include employee onboarding and development, leadership and management development, career pathways and mobility, competency frameworks, and performance management. This role requires a systems thinker who can set strategy while remaining hands‑on - comfortable building, implementing, and continuously improving solutions in a complex, evolving organization. Essential Functions The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this job title. It is not necessarily descriptive of any one position in the job title. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position. Design and execute CSCF’s enterprise learning and talent development strategy aligned with organizational goals and priorities. Translate business needs into actionable learning, leadership, and capability-building initiatives. Identify emerging trends, performance expectations, and future skill needs to proactively address workforce gaps. Oversee instructional design, curriculum development, and learning technology platforms. Modernize learning delivery through digital, blended, and experiential approaches (e.g., microlearning, peer learning, communities of practice). Continuously evaluate and adapt programs to ensure relevance, scalability, and efficiency. Design and deliver leadership development programs across all levels (emerging leaders, supervisors, managers, and executives). Develop competency frameworks and career pathways aligned with CSCF’s value proposition. Create development pathways that support succession planning and prepare high‑potential talent for future roles. Implement coaching, mentoring, and experiential learning opportunities, including stretch assignments and cross‑functional projects. Oversee and continuously improve CSCF’s performance management system, including goal setting, reviews, and performance coaching, to reinforce accountability while building high‑trust teams. Serve as a primary HR resource for employee relations matters by advising managers and employees on workplace concerns, policy interpretation, conflict resolution, and appropriate next steps. Conduct and document employee relations reviews or investigations involving workplace concerns, policy violations, performance issues, and employee complaints while maintaining confidentiality and consistency. Partner with leadership to implement equitable, legally compliant corrective action, disciplinary processes, and performance improvement plans that align with organizational values and reduce risk. Design and deliver comprehensive onboarding programs for both new employees and new executives to ensure strong integration into CSCF’s culture and ways of working. Establish metrics linking OD/L&D initiatives to business outcomes and workforce performance. Analyze performance data and translate insights into continuous improvement actions. Manage the L&D budget and resources effectively. Partner with senior leaders and managers to assess development needs and close capability gaps. Serve as a leadership development thought partner by applying best practices and innovative approaches to improve leader effectiveness. Other duties as assigned. Supervision Supervision Received Work is performed under general direction with extensive latitude in the use of initiative and independent judgment. Supervision Performed May supervise others. Minimum Qualifications 7-10+ years of progressive experience in organizational development, learning, or talent development, including leadership‑level responsibility. Proven ability to design and lead enterprise‑wide learning and leadership development strategies. Strong instructional design expertise and experience with blended and digital learning approaches. Demonstrated success building leadership programs and talent development frameworks. Data‑driven mindset with the ability to measure, analyze, and communicate program impact and ROI. Strong facilitation and communication skills with the ability to engage all organizational levels. Demonstrated leadership, collaboration, and project management capabilities. Bachelor’s degree in HR, Organizational Development, Psychology, Business Administration, or a related field from an accredited institution. Accreditation confirmed by USDOE Database of Accredited Postsecondary Institutions and Programs. Preferred Qualifications Experience leading OD/L&D in a complex or multi‑stakeholder organization. Advanced degree or professional certifications (e.g., CPTD, SHRM‑CP). Experience with learning management systems (LMS) and modern learning technologies. Proficiency with generative AI tools and workforce analytics platforms (e.g., Power BI, Tableau, Excel). Strong executive presence with the ability to influence, build trust, and partner effectively with senior leadership. Demonstrated strategic and innovation competencies Strategic Knowledge, Skills, And Abilities ANALYTICAL Analyze and evaluate complex plans and strategies related to workforce, business, and talent development Skilled in market analysis, planning and feasibility Strong analytical skills and experience interpreting a strategic vision into an operational model Skill in examining, developing, reengineering, and recommending talent development, business and operational policies and procedures Ability to use critical thinking to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems Solid ability to prioritize and plan work activities, use time efficiently, and develop realistic action plans COMMUNICATION Excellent communication skills, both written and oral, with the ability to represent the organization externally across a wide range of stakeholders and constituencies Skilled in consensus building and public speaking Ability to communicate effectively verbally in meetings, presentations or individually with staff; communicate effectively in writing Excellent interpersonal skills coupled with a demonstrated ability to relate to people at all levels; Strong relationship building with the ability to find common ground, build consensus and strengthen collaboration among stakeholders The ability to quickly establish credibility and serve as an advocate of the organization DECISIVE Ability to meet or exceed established performance goals and quality standards Ability to make timely decisions, and exhibit sound and accurate judgment that could lead to major community or organizational consequences Ability to oversee numerous projects and initiatives through direction and delegation Ability to successfully navigate in a dynamic, fast‑paced, outcome‑driven environment LEADERSHIP Ability to formulate and initiate policies and procedures that result in a highly effective workforce services of excellence system, with continuous eye towards quality improvements Ability to develop and interpret budgets, contracts, personnel and financial reports Ability to effectively manage staff in planning, decision‑making, facilitating and process improvement Have leadership abilities including the ability to effectively work with community, staff, and peers Demonstrate organizational values in actions, words and attitude of Purpose‑Driven, Innovation, Integrity and Fun Demonstrated commitment to values of diversity, inclusiveness, and empowerment Possesses a strong business acumen and commitment to service of CSCF staff and community Understand CSCF, the workforce development system and various programs operated by the organization Models CareerSource Central Florida’s core values Maintains workplace culture by demonstrating the highest level of standards as defined by CSCF’s Trust Creeds and core values PROBLEM‑SOLVING Ability to synthesize complex information, analyze data, and forecast trends related to CSCF workforce and the labor market it serves Ability to establish and maintain effective and cooperative working relationships with a diverse workforce and community TECHNICAL Extensive knowledge and experience in progressive talent development in either public, non‑profit and/or private organizations Ability to manage a budget effectively and efficiently within a department or division Provide project focused support to CSCF’s organizational strategic goals and objectives Proficient in the use of technology, including Microsoft Office applications and web‑based platforms Physical Requirements Tasks involves light physical effort (i.e., some standing and walking, or frequent light lifting of less than 10 pounds); and minimal dexterity in the use of fingers and limbs in the operating of office equipment. Tasks may involve extended periods sitting at a workstation and utilizing a keyboard. Environmental Requirements This position has a hybrid work schedule that combines remote work and in‑office work based on business needs. Tasks are regularly performed inside without potential for exposure to adverse conditions, such as dirt, dust, pollen, odors, fumes and/or poor ventilation, wetness, humidity, rain, temperature and noise extremes, machinery and/or moving vehicles, vibrations, electric currents, animals/wildlife, toxic/poisonous agents, gases or chemicals, oils and other cutting fluids, violence and/or disease, or pathogenic substances. Sensory Requirements Some tasks require manual dexterity. Some tasks require visual and hearing acuity. Tasks may involve identifying and distinguishing colors. Tasks require oral communications ability. This job description does not constitute an employment agreement between CareerSource Central Florida and the employee and is subject to change by CareerSource Central Florida as the needs of the organization and requirements of the job change. CareerSource Central Florida is an Equal Opportunity Employer. In compliance with United States Equal Employment Opportunity guidelines and the Americans with Disabilities Act, CareerSource Central Florida provides reasonable accommodation to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. #J-18808-Ljbffr