A bachelor's degree in Human Resources, Psychology, or another related field, or equivalent experience.
At least 5 years of relevant experience is preferred.
Ability to multitask and manage changing priorities.
Ability to prioritize and manage multiple tasks.
Ability to respond to employee concerns and questions.
Strong communication, presentation, and facilitation skills.
Ability to manage multiple stakeholders.
Ability to attend to details while maintaining a big-picture perspective.
Identification with the company's mission and values and its commitment to the people it serves and the services it provides.
Responsibilities
Design, develop, and deliver learning and development solutions with internal subject matter experts and external consultants or partners as appropriate.
Develop and execute strategies to promote learning and development programs and learning resources.
Evaluate learning programs and resources using post-training feedback and other metrics, and recommend improvements to increase their impact.
Review and update development programs to keep them aligned with the company's growth and changing needs.
Collaborate with leaders to identify training needs, establish business-aligned objectives, and determine appropriate learning solutions.
Work with technical experts to develop learning content and coordinate program delivery, content, and format.
Schedule, execute, deliver, and document learning and development programs.
Prepare classroom logistics, including ordering or printing materials, scheduling and setting up rooms, and testing technology.
Administer the learning management system, report on learning effectiveness and business impact, maximize system capabilities, and refresh content to increase usage and value.
Work with the Director of HR Operations on performance management, including helping employees set measurable annual goals, discussing employee outcomes with executives and managers at year end, supporting managers with Individual Development Plans, and assessing talent trends with executives and managers.
Support employees pursuing certifications and licenses, track continuing education units, promote continuing education, create certification guides, reimburse approved exam fees, and purchase approved exam-preparation resources.
Manage and facilitate new-hire orientation, including maintaining and updating orientation materials.
Perform other human resources duties as assigned.
Desired Qualifications
A master's degree in Industrial-Organizational Psychology is a plus.
At least 5 years of relevant experience is preferred.
Final compensation will be based on a combination of:
· Ability to be approved by agencies/owners as required
· *Final salary determination is negotiable*
Iovino Enterprises is the parent company to four New York City based construction companies that share a common commitment to excellence, innovation, and exceptional results. Unlock your potential and seize the opportunity to be at the forefront of a construction empire.
As a product of 35 years in the construction business, we have harnessed expertise in cutting-edge technology, human capital management, finance, and legal/compliance, all while fostering an environment where each company retains its distinct personality and style. This “family of companies” culture is rooted in a common vision and set of values: respect, development for all employees regardless of position, and a commitment to give back to our communities.
Working with the Director of HR Operations, this role will lead the execution of our Learning & Development strategy and will play an important role in creating and fostering our learning culture. As a key partner to the business, the L&D Specialist will work closely with our leaders and subject matter experts to analyze needs, design and deliver learning programs and content, and coordinate and manage learning programs. This position will also provide additional support to other areas of the HR function with the opportunity to grow and learn from these different areas of Human Resources.
II. EDUCATION/CERTIFICATIONS
Bachelor’s degree in Human Resources, Psychology or other related field (or equivalent experience).
Master’s degree in I/O Psychology a plus
III. KEY RESPONSIBILITIES
L&D Program Specialist: Design, develop and deliver L&D solutions, partnering with internal subject matter experts (SMEs) and external consultants/partners when appropriate. Develop and execute engaging marketing strategies to create awareness and follow through of the learning and development programs, and all other learning resources. Analyze and evaluate learning and development programs/resources through post training feedback and other metrics for continuous improvement and to determine recommendations and/or solutions to further the impact. Review and continually evolve existing development programs to align with our fast pace and rate of growth.
Business partner: Collaborate with leaders to identify and define training needs, establish objectives to meet the business needs, determine appropriate learning and development solutions that align with business strategy and specific learning objectives. Work with technical experts to develop content and coordinate the program, content, and format.
Learning Administrator: Coordinate and perform administrative functions necessary to schedule, execute, deliver, and document L&D programs. Fully prepare for logistical requirements of classroom sessions; order/print materials, schedule rooms, set up room, test technology, etc.
Technology Administrator: Oversee the learning management system (LMS) and ongoing administration; track and provide regular reporting on learning effectiveness and impact on business goals and objectives. Strategically maximize LMS capabilities, and continuously refresh development content to drive usage and value.
Performance Management: Working with the Director of HR Operations, overseeing all performance management. Goal setting: help foster employees in creating detailed measurable goals each year. At year end, discuss with executives and managers the success of each employee. IDP: help managers with creating Individual Development Plans for employees that are transitioning to a new position. Talent Assessment: work with executives and managers to assess the talent pool and notice any trends that may be of concern.
Certifications: Support all employees in their goal towards obtaining certifications/licenses. Keep up to date with CEU and promote them within the organization. Create step by step guides on how to obtain certain certifications. Reimburse employees for fees on exams. Buy any approved resources to help employees prepare for exams.
New Hire Orientation: Manage and facilitate new hire orientation, including maintaining, updating, and editing orientation materials to ensure they remain accurate and relevant.
Other HR duties as assigned.
IV. QUALIFICATIONS OF THE POSITION
At least 5 years of relevant experience preferred.
Strong work ethic, ability to multi-task and juggle changing priorities.
Well organized and comfortable with prioritizing and managing multiple priorities and tasks.
Customer driven - must be responsive to employee concerns and questions.
Outstanding communication skills and presentation/facilitation skills.
Ability and willingness to multi-task and manage multiple stakeholders.
Demonstrated ability to be detail oriented while focusing on the big picture.
Strong identification with the Company’s mission and values and our commitment to the people we serve and the services we provide.