Manager, Talent & Communications

Manager, Talent & Communications Regular Full Time Management Raleigh, NC, US Position Summary The Manager, Talent & Communications, is responsible for building and maintaining the organization's talent architecture, development infrastructure and HR communications strategy. This role serves as the enterprise owner of talent processes, learning and development systems, performance management architecture, Continuity Planning infrastructure, compliance training and HR communications. The Manager establishes the frameworks, systems, tools and resources that enable HR Business Partners and leaders to effectively develop, manage and retain talent within their businesses. This role also provides strategic oversight of recruiting processes and partners closely with the Recruitment Consultant to deliver enterprise recruiting capability. Key Responsibilities Talent Acquisition Own the enterprise recruiting framework,processes and standards. Establish recruiting practices,toolsand metrics. Partner with the Recruitment Consultant on sourcing, recruiting execution and hard-to-fill positions. Support workforce planning and recruitingstrategy. Oversee employer brand and candidate experience. Coordinate recruiting campaigns, job fairs and community/HBCU recruiting partnerships. Partner with the Sports HRBP on seasonal and high-volume recruiting needs. Develop recruiting analytics and reporting. Identify opportunities to improve recruiting technology and processes. Talent Development Own the enterprise talent development framework. Develop andmaintaincareer development resources and programs. Partner with HRBPs toidentifydevelopment needs and translate them into enterprise learning solutions. Support leadershipdevelopment,architectureand programming. Establish development resources for managers and employees. Connect learning opportunities to talent review and development planning. Support enterprise skills development and emerging capability initiatives. Performance Management Own the architecture; HRBPs deliver it in the businesses. Own the enterprise performance management framework,process and calendar. Maintain performance management tools,templates and resources. Develop manager training and enablement. Support calibration methodology and tools. Maintain performance management systems and processes. Analyze performance trends and recommend improvements. Partner with HRBPs on business implementation and manager support. Continuity Planning / Succession Own the architecture; HRBPs facilitate business talent conversations. Own the enterprise Continuity Planning framework and process. Develop tools for critical role identification, talent assessment and successor readiness. Maintain the annual talent review/continuity calendar. Build development planning resources connected to succession needs. Maintain enterprise reporting and tracking. Partner with HRBPs to ensure consistent application across businesses. Support enterprise-level talent discussions led by the VP HR. Learning & LMS Own the enterprise LMS and learning framework. Coordinate required and compliance training. Develop learning pathways and resources. Track participation and completion. Evaluate learning effectiveness. Partner with HRBPs to identify business-specific learning needs. Support manager and leadership development programs. Compliance Coordinate enterprise HR compliance training and tracking. Maintain compliance training calendars. Partner with the Director, HR Operations and Legal/HR Specialist on compliance requirements. Support audits and documentation.Develop employee and manager communications related to compliance requirements. Monitor completion and elevate gaps. HR Communications Own the enterprise HR communications strategy and calendar. Develop employee-facing HR communications. Support change management communications. Translate complex HR programs into clear employee and manager messaging. Partner with the Employee Experience & Total Rewards Manager on benefits and employee program communications. Support executive and leadership communications. Maintain HR content and internal communication resources. Ensure consistent HR messaging across businesses. Qualifications Bachelor's degree required. SHRM or HRCI certification preferred. 5+ years of progressive HR, talent, learning,recruiting or communications experience. Demonstrated experience designing HR programs and processes. Experience with HR technology/LMS platforms. Strong written and verbal communication skills. Ability to translate strategy into practical tools and programs. Experience working across multiple business units preferred. Competitive salary based on experience. Benefits package including: Comprehensive health insurance plan options Vision and Dental Insurance Company sponsored life insurance Numerous voluntary benefit options – legal plans, pet insurance, discounted home and auto and more! 401K with company match Generous paid time off 9 paid company holidays Opportunities for professional development and career growth. Dynamic and inclusive work environment with a supportive team culture. Exciting projects and growth opportunities within a leading organization. Opportunities to attend free local events, such as sporting events, concerts, shows, and more. Pre-Employment Information: A pre-employment drug screening is required. Capitol Broadcasting Company participates in E-Verify. EEO Statement: Capitol Broadcasting Company is an equal opportunity employer. We are committed to creating an inclusive environment for all employees and applicants. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. #J-18808-Ljbffr Capitol Broadcasting Company Inc