Talent Manager

The Manager, Talent Management 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. About Epika Fleet Services Epika Fleet Services is a fast-growing, private equity-backed network of trusted fleet maintenance and repair brands. We're on a mission to make fleet maintenance faster, clearer, and better for everyone. Key Responsibilities 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 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 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, HiPot 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 Requirements 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 #J-18808-Ljbffr