Get Set for Cumberlands!

Join our team of student-focused individuals working together in order to encourage intellectual and spiritual growth, leadership and service.

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The Talent Development and Engagement Specialist supports and coordinates the University’s efforts to attract, welcome, develop, and retain employees. The position manages staff recruitment, coordinates employee and supervisor development, administers the performance evaluation program, and develops employee recognition, engagement, and career development initiatives. The Specialist works closely with supervisors and University leadership to strengthen the employee experience and build practical programs that reflect the University’s core values of Serve, Elevate, and Innovate. This includes providing responsive and service-minded support, helping employees and supervisors contribute to an exceptional student experience, and continually looking for better ways to recruit, develop, recognize, and retain employees.

Essential Responsibilities

Onboarding Program Development and Employee Experience

• Help design, evaluate, and improve the University-wide onboarding program for new staff employees in partnership with the HR Generalist and Executive Vice President for Human Resources.
• Develop and maintain onboarding resources, supervisor checklists, and 30/60/90-day tools that help new employees understand the University, their role, workplace expectations, and how core values should be reflected in their work.
• Partner with the HR colleagues to evaluate the onboarding experience and recommend improvements.
• Develop practical follow-up tools and feedback methods for new employees and supervisors during the first several months of employment, and use the results to improve the onboarding program.

Learning and Development

• Develop and maintain an annual employee and supervisor training plan based on institutional needs and feedback from leaders and employees, with particular attention to service, the employee and student experience, leadership effectiveness, and continuous improvement.
• Create and coordinate supervisor development programs covering topics such as hiring, onboarding, communication, coaching, documentation, performance management, employee recognition, conflict resolution and difficult conversations.
• Coordinate leadership and professional development opportunities for employees at different career stages.
• Identify appropriate internal and external training resources and facilitate programs as needed.
• Maintain training materials and participation records and evaluate whether programs are meeting their intended purpose.
• Partner with subject matter experts to coordinate required employment-related training.

Performance Management

• Administer the annual performance evaluation process, including the calendar, communications, forms or system workflow, and completion tracking.
• Train supervisors and employees on goal setting, constructive feedback, effective evaluations, and development planning, including meaningful ways to connect performance expectations to core values and strategic initiatives.
• Review the performance management process regularly and recommend improvements that make evaluations more useful and consistent.
• Partner with the HR Generalist on situations involving significant performance concerns, corrective action, or performance improvement plans.

Employee Engagement and Recognition

• Develop and coordinate employee recognition and appreciation programs, including service recognition and meaningful recognition of employees who demonstrate Serve, Elevate, and Innovate in their work.
• Coordinate employee engagement surveys, pulse surveys, stay interviews, or other listening efforts as appropriate.
• Analyze feedback and workforce trends and work with leaders to identify practical actions that improve engagement and retention.

Career Development and Internal Growth

• Help develop career paths, job families, and career development resources that provide employees a clearer understanding of opportunities for growth and encourage continued learning, adaptability, and innovation.
• Promote internal mobility and help supervisors identify development opportunities for employees.
• Support individual development planning, mentoring, cross-training, and other career development efforts.
• Assist HR leadership with succession planning and development strategies for critical positions and future leaders.

Recruitment and Hiring 

• Coordinate full-cycle recruitment for staff positions, from posting through accepted offer.
• Partner with hiring managers to review position needs, develop job postings, identify recruiting sources, and establish an effective search process that reflects the University’s commitment to service and a positive candidate experience.
• Maintain the applicant tracking process and provide timely, professional communication to candidates and hiring managers.
• Help hiring managers develop interview questions, selection criteria, and consistent interviewing practices.
• Support candidate sourcing and outreach for difficult-to-fill positions and identify opportunities to strengthen the University’s employer presence.
• Coordinate reference checks, background checks, offer documentation, and other pre-employment steps in partnership with other HR staff.
• Maintain recruiting records and monitor useful measures such as vacancies, time to fill, applicant sources, and offer acceptance.

Program Administration and Collaboration

• Maintain accurate records and documentation for assigned talent programs.
• Use HR data and employee feedback to evaluate recruiting, onboarding, development, performance, engagement, and retention efforts.
• Prepare reports and recommendations for HR leadership and other University leaders as requested.
• Work closely with the HR Generalist, Benefits and Payroll, Leave and HRIS, and Payroll staff to provide a coordinated employee experience.
• Stay current on effective talent management and higher education employment practices and recommend reasonable improvements.
• Other duties as assigned.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Education, or a related field.
• At least three years of progressively responsible experience in human resources, talent management, recruiting, learning and development, employee engagement, or a related area.
• Experience coordinating multiple HR programs or projects from planning through implementation.
• Strong written and verbal communication skills and the ability to work effectively with employees and supervisors at all levels.
• Good judgment and the ability to handle confidential and sensitive information appropriately.
• Strong organizational skills and the ability to manage multiple priorities and recurring deadlines.

Preferred

• Experience working in a college or university environment.
• Experience developing supervisor or leadership training programs.
• Experience with applicant tracking, performance management, learning, or HRIS systems.

Key Competencies

• Serve: service-oriented, responsive, collaborative, and willing to support others with care and professionalism
• Elevate: committed to strengthening the employee experience in ways that help employees and supervisors better serve students and advance the University’s mission
• Innovate: curious, adaptable, and willing to improve processes, test practical ideas, and find better ways to support employees and the University
• Strong facilitation, presentation, and relationship-building skills
• Sound judgment and discretion
• Collaborative approach and willingness to work across departments
• Curiosity, adaptability, and continuous improvement mindset

Working Relationships

The Specialist works regularly with supervisors, department leaders, faculty and staff, and other members of Human Resources. The position also works with outside recruiting, training, and professional development partners as needed.

Cumberlands is different by design. Our employees exemplify our motto in the pursuit of a

“life-more-abundant.”