Talent Development Specialist

Talent Development Specialist Position Overview The Talent Development Specialist is responsible for coordinating and supporting early career development initiatives, managing internship programs, and executing full-cycle recruitment for internal positions. This role focuses on building talent pipelines, strengthening relationships with educational institutions, and creating meaningful learning and career development opportunities for students, interns, and prospective employees. Reporting to the Director of Human Resources, the Talent Development Specialist works closely with department leaders and hiring teams to identify staffing needs, attract qualified candidates, and ensure a positive experience throughout the recruitment and internship lifecycle. The role also supports selected HR administrative functions and contributes to continuous improvements in talent acquisition, employee development, and program management. The ideal candidate is organized, relationship-oriented, and passionate about helping people grow professionally. They bring practical recruiting experience, strong communication skills, and the ability to manage multiple priorities while supporting a collaborative and growth-focused workplace. Key Responsibilities Talent Development & Internship Program Management Coordinate and implement a year-round internship program aligned with organizational goals, workforce planning needs, and early career talent objectives. Manage the internship lifecycle, including program planning, candidate recruitment, selection, onboarding, engagement, performance feedback, and offboarding. Serve as the primary point of contact for interns from pre-hire through internship completion, providing guidance and support throughout their experience. Partner with department leaders to identify meaningful internship assignments, learning objectives, and opportunities for hands-on professional development. Develop and coordinate onboarding activities, training resources, and learning opportunities to help interns build the knowledge and skills needed to succeed. Monitor intern progress and gather feedback from interns and supervisors to evaluate program effectiveness. Identify opportunities to convert successful interns into full-time employees when appropriate positions become available. Evaluate and recommend improvements to internship policies, procedures, communication, and program delivery. Maintain accurate internship records, program documentation, schedules, and performance information. Support initiatives that strengthen the organization’s early talent pipeline and promote long-term career development. University & Educational Institution Partnerships Build and maintain relationships with colleges, universities, career centers, faculty, and student organizations. Represent the organization at college career fairs, campus recruiting events, networking activities, and other early talent initiatives. Coordinate campus engagement activities designed to increase awareness of career opportunities and attract qualified candidates. Develop and maintain a pipeline of students, recent graduate, and early career professionals for internships and entry-level opportunities. Collaborate with educational partners to identify opportunities for presentations, networking events, and other talent development initiatives. Monitor emerging campus recruitment trends and recommend approaches to improve candidate engagement and program participation. Full-Cycle Recruiting & Talent Acquisition Manage the full recruitment lifecycle for internal positions, from job intake and candidate sourcing through interviews, selection, and offer coordination. Partner with hiring managers and department leaders to understand position requirements, hiring priorities, qualifications, and team needs. Develop and maintain accurate job postings across the applicant tracking system (ATS), job boards, and other relevant recruitment channels. Review applications and resumes, assess candidate qualifications, and manage applicant disposition throughout the recruitment process. Conduct initial screening interviews to evaluate candidates’ experience, skills, interests, and alignment with position requirements. Present qualified candidates to hiring teams with clear summaries of their qualifications and suitability for the role. Coordinate interview schedules, communicate with candidates and hiring managers, and help ensure a smooth and timely selection process. Maintain consistent communication with candidates throughout the recruitment process to provide a positive and professional candidate experience. Track recruitment activity, maintain accurate applicant records, and support timely hiring decisions. Recommend improvements to sourcing strategies, screening processes, and recruiting workflows to improve efficiency and candidate quality. Hiring Manager & Department Partnership Establish strong working relationships with department leaders and hiring managers to understand workforce needs and talent priorities. Provide guidance on recruitment timelines, candidate availability, interview coordination, and selection processes. Help hiring teams identify appropriate candidate profiles and establish clear expectations for open positions. Coordinate feedback and follow-up activities to keep recruitment processes moving efficiently. Partner with department leadership to align internship assignments and early talent initiatives with business needs. Communicate program updates, recruiting progress, and potential challenges to the Director of Human Resources and relevant stakeholders. Human Resources Administration & Program Support Support selected HR administrative responsibilities related to internship coordination, recruitment, and employee records. Assist with reviewing and correcting timekeeping entries and processing or approving timecards when authorized. Maintain accurate and confidential employee, intern, candidate, and program documentation. Follow established HR policies, procedures, and recordkeeping requirements. Assist with onboarding coordination and other HR processes as needed. Identify administrative inefficiencies and recommend improvements to documentation, communication, and workflow management. Provide general support for HR projects and initiatives related to employee engagement, talent development, and workforce planning. Reporting, Evaluation & Continuous Improvement Track internship participation, recruitment activity, candidate progress, hiring outcomes, and program milestones. Evaluate the effectiveness of recruiting channels, university partnerships, and internship initiatives. Collect feedback from interns, hiring managers, and other stakeholders to identify opportunities for improvement. Prepare updates and reports on internship program performance, recruitment progress, and early talent pipeline development. Recommend process improvements that enhance candidate experience, program efficiency, and talent acquisition outcomes. Stay informed about emerging recruiting practices, university engagement strategies, and early career development trends. Qualifications Education & Experience Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Communications, or a related field preferred. 2–3 years of experience in recruiting, talent acquisition, human resources, or a related function. Experience coordinating programs, internships, campus recruitment, or employee development initiatives preferred. Demonstrated experience managing multiple tasks, coordinating schedules, and maintaining organized records. Experience working with applicant tracking systems, job boards, and candidate management tools. Familiarity with general HR policies, procedures, and best practices. Experience building relationships with candidates, hiring managers, educational institutions, or external partners is an advantage. Recruiting & Program Management Skills Understanding of full-cycle recruiting practices, including sourcing, resume screening, initial interviews, candidate presentation, and interview coordination. Ability to coordinate internship and early career programs, manage program milestones, and maintain effective communication with participants. Strong organized and project coordination skills, with attention to detail and follow-through. Ability to evaluate candidate qualifications and communicate relevant information to hiring teams. Familiarity with recruitment metrics, candidate experience practices, and talent pipeline management. Ability to identify process gaps and recommend practical improvements. Communication & Interpersonal Skills Excellent written and verbal communication skills. Strong interpersonal skills and the ability to build relationships with people from diverse backgrounds. Professional, approachable, and responsive communication with candidates, interns, hiring managers, and educational partners. Ability to provide guidance and support while maintaining appropriate professional boundaries. Strong collaboration skills and the ability to work effectively with stakeholders across multiple departments. Discretion and sound judgment when handling confidential candidate, employee, and organizational information. Professional Attributes Passion for career development, learning, and helping others grow professionally. Highly organized, proactive, and detail-oriented. Ability to manage multiple priorities and adapt to changing business needs. Flexible, open-minded approach to problem-solving and continuous improvement. Strong initiative and the ability to work independently while collaborating effectively with others. Commitment to creating a positive, inclusive, and professional candidate and intern experience. #J-18808-Ljbffr Frederick Fox