Talent Engagement and Development Manager

The Talent Engagement and Development Manager is a mission-driven leader responsible for developing and implementing strategies that strengthen employee recruitment, engagement, reduce turnover, and promote internal mobility across the organization. This position leads the design of a comprehensive professional development system that builds staff knowledge and capacity, deepens team skills across departments, and supports growth at all levels. This includes analyzing, designing, implementing, and evaluating training programs, maintaining compliance with legal and regulatory requirements, and ensuring the continuous professional growth of staff. They will play a critical role in shaping hiring strategies by analyzing organizational skill gaps, reviewing staff feedback and exit interview data, and monitoring workforce trends and candidate pools in the local employment market. In addition, they will be instrumental in improving workplace culture by creating opportunities for employee feedback, and by enhancing organization-wide recognition and communication strategies that foster connection, appreciation, and a strong sense of belonging across all teams.

Successful candidates will bring a passion for making a meaningful impact in the lives of children and families and a strong commitment to the mission of Head Start. This role supports the development of a thriving, inclusive, and empowered organizational culture that is aligned with our core values and driven by the shared purpose of helping to break the cycle of poverty through early childhood education and comprehensive family support.

Essential Job Duties

• Design and oversee a research-based, systematic professional development system that builds capacity across all staff roles.
• Develop an onboarding program for new staff and volunteers that reflects the agency’s goals, philosophy, and service delivery approach.
• Support staff development aligned with credentialing, continuing education, or academic credit opportunities when applicable.
• Provide or coordinate annual trainings including mandatory child abuse and neglect reporting, in compliance with Federal, State, and Tribal laws.
• Engage external professional development experts or resources when adaptations to training models are needed
• Align staff development systems with employee engagement and performance management practices.
• Identify and design internal career pathways to support employee advancement.
• Partner with program and department leaders to create tools, coaching, and development plans that increase performance, upward mobility and strengthen succession planning.
• Assess talent health using data-driven insights (retention trends, bench strength, performance outcomes) to track the progress of talent initiatives and recommend strategies to bridge talent gaps.
• Develop and manage the annual performance management program to ensure timely execution of key activities such as goal setting, check-ins, performance reviews.
• Develop and implement strategies that foster staff engagement, well-being, and a positive work culture.
• Implement a holistic set of employee listening programs (engagement surveys, stay interviews, focus groups) ensuring high-quality and well-coordinated execution to gather insights and drive improvements.
• Translate data from employee listening programs into strategic people and culture interventions.
• Analyze turnover trends and collaborate with leadership on initiatives that promote long-term retention.
• Promote diversity, belonging and positive team relationships through staff-centered culture-building practices.
• Oversee the development and implementation of employee recognition and celebration programs that promote appreciation, inclusion, and morale across the organization.
• Provide leadership in creating communication strategies that elevate staff voice, reinforce the mission, and strengthen organizational culture.
• Inform recruitment strategy by analyzing workforce skill gaps across departments and roles.
• Embed core cultural elements across talent programs and critical moments (hiring onboarding, exit).
• Review exit interview data to understand why staff leave and how to respond proactively.
• Research local labor market trends, candidate availability, and competitive positioning.
• Recommend recruitment messaging and outreach methods that highlight the agency’s professional growth culture and retention efforts
• Ensure staff training and development efforts comply with Head Start Program Performance Standards and state/federal licensing requirements.
• Maintain accurate records of training participation and completion.
• Contribute workforce data for the annual Program Information Report (PIR), Community Assessment, and Self-Assessment.
• Track and report key metrics related to engagement, development, and retention.
• Partner with managers and directors to identify training needs and implement responsive learning strategies.
• Serve as a resource for best practices in employee engagement, adult learning, and talent development
• Facilitate collaboration between program teams and leadership to align workforce goals with organizational outcomes.
  
  
  

Job Qualifications:

Education: Bachelor’s degree in Human Resources, Organizational Development, Education, or related field required (Master’s Degree a plus).

Experience: 3–5 years of experience in talent development, employee engagement, or workforce strategy, ideally in an early childhood education or nonprofit environment. Experience working within or in partnership with Head Start or federally funded programs is a plus. Demonstrated success in leading initiatives that improve organizational culture, employee retention, and staff development.

Driving: Must have a valid California Driver’s License and proof of insurance. Must be able to drive to and from different centers, meetings, and/or training venues.

Technical & Systems Knowledge: Proficiency in Human Resources Information Systems (HRIS), Learning Management ( LMS), and applicant tracking systems (Paycor experience a plus).

Communication Skills: Exceptional verbal and written communication skills. Able to create and deliver compelling presentations to both large and small groups. Ability to write clear, well-structured reports, internal communications, training materials, and correspondence.

Analytical & Mathematical Skills: Comfortable interpreting and presenting basic statistical data related to engagement and workforce metrics. Ability to calculate percentages, ratios, and other basic math concepts used in HR analysis.

Computer & Data Skills: Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint) and the ability to create engaging visuals and dashboards. Capable of synthesizing complex information into accessible, visual formats for stakeholders at all levels.

Reasoning & Judgement: Strong critical thinking skills with the ability to analyze issues, develop solutions, and make sound, data-informed decisions. Able to interpret and apply policies and procedures with a high degree of independence.

Other Leadership & Interpersonal Abilities: Strong ability to lead, coach, and motivate team members. Proven success in managing projects, setting priorities, and meeting deadlines. Skilled in fostering inclusive environments and building trust-based relationships across diverse teams.

Reporting Relationships

Reports to the Director of Human Resources; supervises and supports one direct report responsible for employee engagement, recognition, and staff culture initiatives.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to stand; walk; sit and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move 10-30 pounds, and occasionally 50 pounds.

Typically functions in an office setting, but may travel to centers and training sites.

Working and Environmental Conditions

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Typically requires sitting in front of a computer for extended periods of time; may require extended periods of time standing to speak to small or large groups.