Indian River State College
Talent Mgr. - Enterprise Talent, Learning & OD Architect
Indian River State College, Port Saint Lucie, Florida, us, 34985
Overview
Talent Manager — Enterprise Talent, Learning & OD Architect at Indian River State College (The River). About The River The River is not just a college. We are a nationally recognized, award-winning institution shaping the future of learning, careers, and communities. Winner of the 2019 Aspen Prize for Community College Excellence, The River has been consistently ranked among the top institutions in the country for delivering transformational outcomes to students and families.
The Promise Program is removing financial barriers by guaranteeing tuition-free education for eligible local graduates, opening pathways to equity and opportunity.
Our partnership with the Edward Via College of Osteopathic Medicine (VCOM) is launching a full medical education pathway at our Pruitt Campus — bringing advanced healthcare education and research to our region.
We are investing heavily in AI, automation, and digital learning ecosystems to disrupt the traditional higher education model and deliver career-ready skills, not just degrees.
Our institutional rallying cry, “GO FAST. THINK BIG.”, drives every decision we make: speed in execution, boldness in vision, and excellence in outcomes.
The River is leading the way in designing the future of education: one that blends academic learning, workforce readiness, and life success. Our HR function is at the center of this transformation — because we know that student success begins with employee success.
Purpose of the Role
The Talent Manager at The River is not a program administrator — this is a strategic architect role with the mandate to design and scale the full enterprise talent system. You will bring the depth, vision, and execution strength of a Fortune 500 HR leader into a purpose-driven, mission-centered institution.
As Talent Manager, you will:
Design the architecture of growth: building the frameworks, systems, and processes that connect learning, leadership, careers, and culture.
Anticipate and prepare: ensuring The River has the bench strength, readiness, and workforce planning to meet institutional goals 6, 12, and 24 months out.
Enable leaders at scale: making every leader, at every level, better equipped to grow people and lead change.
Bring innovation and AI into talent: from predictive workforce planning to personalized learning, you will make The River’s talent practices faster, smarter, and more impactful.
Drive measurable results: your success will not be defined by activity but by impact — stronger succession pipelines, higher promotion velocity, more effective leaders, greater engagement, and career mobility.
This role is both strategic and hands-on. You will set vision, design frameworks, and facilitate leadership conversations. You will also roll up your sleeves, build tools, pilot programs, and prove impact with data. We are seeking a builder with the passion to create, the resilience to persist, and the discipline to deliver excellence at speed.
Impact You Will Make
By joining The River as Talent Manager, your work will have tangible, measurable impact across the institution. These are not abstract ideas — they are the outcomes you will deliver:
Succession Readiness: Increase bench strength and succession coverage across critical roles, with clear readiness pipelines reviewed quarterly by leadership.
Leadership Effectiveness: Launch and scale leadership academies that drive measurable improvement in leadership behaviors, team performance, and engagement scores.
Internal Mobility & Career Growth: Build career frameworks and skills transparency that increase internal promotion velocity and cross-functional mobility, reducing external hiring dependency.
Workforce Planning and Job Architecture: Deliver predictive workforce plans that anticipate growth, reskilling, and attrition risks 6–18 months ahead, directly tied to budgeting and hiring decisions. Developing job competencies and tying it to career paths.
Engagement & Belonging: Translate engagement survey data into targeted action plans owned by leaders, increasing trust, belonging, and retention across diverse employee groups.
Talent ROI: Prove the business value of talent initiatives with data — tracking outcomes like faster time-to-productivity for new leaders, reduced turnover, and increased diversity in leadership pipelines.
Employer Brand Strength: Position The River as an employer of choice through storytelling, recognition, and results — ensuring we attract top-tier, purpose-driven talent.
Every bullet point here is a commitment — this is the difference your work will make.
What You Will Build
As Talent Manager, you will be the architect and builder of The River’s enterprise talent system. This is not about maintaining legacy programs — it is about creating world-class frameworks and tools that professionalize HR and accelerate growth. You will design and scale:
Career Architecture & Skills Framework: Define career families, job levels, and capability expectations that provide clarity and transparency for all employees. Build a skills taxonomy linked to learning pathways, internal mobility, and workforce planning.
Leadership Academies & Development Journeys: Design tiered academies for frontline, mid-level, and senior leaders. Integrate coaching, mentorship, action learning projects, and 360° feedback, ensuring measurable behavior change and leadership impact.
Succession & Talent Reviews: Build an enterprise-wide talent review process that surfaces readiness, identifies risks, and creates targeted development actions. Deliver quarterly reviews tied to real decisions about succession and mobility.
Learning Ecosystem: Curate and deploy a modern learning experience platform (LXP) with AI-personalized recommendations. Blend self-paced content, live sessions, peer learning, and experiential projects — learning in the flow of work.
Organizational Development Frameworks: Partner with leaders to assess effectiveness, facilitate team development, and enable culture change. Introduce OD diagnostics, playbooks, and facilitated interventions that move teams forward.
Workforce Planning Models: Create annual and rolling workforce plans aligned with institutional strategy, enrollment trends, and financial forecasts. Integrate scenario planning to anticipate skill gaps, retirements, and growth opportunities.
Talent Scorecard: Establish a data-driven scorecard that tracks key indicators — bench strength, promotion velocity, engagement, time-in-level, readiness mix, diversity, and ROI of talent investments.
What you build will not sit on paper. It will live in systems, dashboards, leader routines, and employee experiences — shaping how every person at The River learns, leads, and grows.
Innovation & AI
The River is embedding AI, analytics, and digital enablement into the fabric of HR. As Talent Manager, you will use technology not as a side tool, but as a core enabler of scale and speed. You will:
Predict Talent Risks & Readiness: Use predictive analytics to flag succession gaps, leadership risks, and critical roles vulnerable to turnover — enabling proactive action before issues become crises.
Skills Inference & Matching: Leverage AI to infer adjacent skills, recommend upskilling paths, and match employees to stretch assignments, projects, or roles that accelerate growth.
Personalized Learning Journeys: Deliver AI-driven learning recommendations tailored to employee goals, performance, and skills — ensuring learning is relevant and impactful.
Automated Talent Reviews: Streamline nomination, assessment, and evaluation processes with digital workflows. Replace spreadsheets with real-time dashboards and analytics.
Engagement-to-Action Analytics: Use natural language processing and sentiment analysis to interpret feedback, identify hotspots, and create action plans with precision.
Story-Driven Dashboards: Translate talent and culture data into executive-ready dashboards that link talent investments to organizational performance. Every metric has a narrative, every insight leads to a decision.
AI Nudges for Leaders & Employees: Deploy nudges to prompt timely feedback, check-ins, learning completions, and career conversations — embedding development into daily routines.
Innovation is not optional. It is how you will make talent management at The River future-ready, scalable, and impactful.
30 / 60 / 90 Day Speed Plan
The first 90 days at The River will set the tone for your impact. You will not wait for perfect conditions — you will move with speed, clarity, and focus to create credibility and momentum.
First 30 Days – Discover & Connect
Build trusted relationships with executive sponsors, HR colleagues, and business leaders by listening deeply and understanding priorities.
Conduct a rapid assessment of current talent practices, data, and gaps. Map existing succession coverage, development programs, and career structures.
Establish a “Talent Transformation Agenda” draft that outlines quick wins and long-term goals.
Communicate your approach clearly to stakeholders, creating alignment on priorities and expectations.
Next 60 Days – Design & Pilot
Launch two visible quick wins: one leadership development pilot module and one talent review session. Prove that immediate progress is possible.
Finalize the design of the Talent Scorecard and begin baseline data collection.
Develop draft frameworks for succession, leadership development, and career architecture. Socialize with key leaders to refine.
Facilitate one OD/team development intervention to demonstrate value in driving team performance.
Next 90 Days – Deliver & Scale
Publish and launch The River’s first enterprise-wide Talent Scorecard with baseline metrics.
Conduct initial talent reviews across at least one division, creating action plans for succession and readiness.
Roll out a leadership academy pilot with clear objectives, measures, and participant feedback.
Deliver a 12–18 month talent roadmap, sequenced by priorities, resources, and expected impact.
Share early success stories with the institution to build momentum and credibility.
12 / 24-Month Success Profile
Success at The River will be measured not by effort, but by outcomes. Within 12 to 24 months, your leadership as Talent Manager will be evident through:
Succession Coverage & Bench Strength: Clear, data-driven succession plans in place for 100% of critical roles, with readiness coverage increased by 15–20% from baseline.
Promotion Velocity & Mobility: Internal promotion and cross-functional mobility rates improved by at least 15% YoY, demonstrating stronger pipelines and career growth.
Leadership Effectiveness: Leadership academy participants showing measurable improvement in 360° feedback and team engagement scores, with ≥85% completion and impact demonstrated in business results.
Workforce Planning Impact: Annual workforce plans influencing budget and hiring decisions, with predictive models used to anticipate attrition, reskilling, and capacity needs.
Engagement & Belonging Metrics: Positive movement in engagement survey drivers related to growth, recognition, and trust, with ≥80% of action items completed on time.
Diversity & Inclusion: Diverse representation in leadership pipelines improved by measurable percentage points, with inclusive leadership practices embedded in all programs.
Talent ROI Demonstrated: Documented ROI for major initiatives (e.g., time-to-productivity reductions, lower turnover, leadership impact on performance), presented quarterly to leadership.
Employer Brand Recognition: Strengthened reputation for The River as a “Best Place to Work” in higher education and beyond, reflected in candidate quality, offer acceptance rates, and employee referrals.
Every milestone is about proof of impact — ensuring that talent management is directly tied to performance, culture, and student success at The River.
Who You Are
You are more than an HR professional — you are a builder, strategist, and leader with the drive to create systems that last. You thrive in environments of change and possibility, and you bring both the vision to design solutions and the discipline to execute them. At The River, you will succeed because you are:
A Strategic Architect: You see the whole system — culture, leadership, skills, careers, succession — and design frameworks that connect them into a coherent strategy.
A Builder at Heart: You are energized by rolling up your sleeves to create programs, frameworks, and tools from scratch, knowing they will shape the future of work at The River.
Inclusive and Purpose-Driven: You believe every employee deserves clarity, opportunity, and belonging. You design talent systems that expand access, foster equity, and create a sense of purpose.
Impact-Oriented: You measure success not by activity, but by outcomes — stronger pipelines, faster mobility, better leaders, higher engagement, and measurable ROI.
Analytical & Data-Savvy: You use data, dashboards, and analytics to diagnose issues, prove impact, and drive decisions. You translate insights into clear, actionable strategies.
Innovative & Future-Focused: You embrace AI, automation, and modern learning tools as enablers of scale, personalization, and speed. You are always looking ahead.
A Credible Influencer: You have executive presence and the ability to facilitate high-stakes conversations with clarity, confidence, and inclusivity.
Resilient & Agile: You thrive in ambiguity and fast-moving change. You stay calm, adapt quickly, and persist until solutions are delivered.
What You Bring
To achieve the outcomes required, you bring proven experience, technical depth, and demonstrated impact. You will not just have worked in talent management — you will have built, scaled, and measured it. At The River, we expect:
Enterprise Talent Experience: 10–15 years in Talent Management, Organizational Development, Learning & Development, or related fields, with experience building end-to-end talent systems across multiple functions or business units.
Succession & Workforce Planning Expertise: Hands-on leadership of enterprise-wide succession planning, workforce modeling, and readiness reviews, with documented results (e.g., increased bench strength, reduced time-to-fill critical roles).
Learning & Leadership Development Design: Proven record designing and scaling leadership academies, development programs, and learning ecosystems that produced measurable behavior and performance changes.
Career Architecture & Skills Frameworks: Experience creating or implementing career frameworks, skills taxonomies, or internal marketplaces, ideally integrated with modern HR technology.
Change & OD Leadership: Success in leading organizational development initiatives, team effectiveness interventions, or culture change programs. Skilled in facilitation and systems thinking.
Analytics & ROI Measurement: Ability to design scorecards, measure impact, and present ROI of talent initiatives to senior leadership. Skilled in linking talent investments to business results.
Technology & AI Fluency: Comfort with HR technology (Workday, ADP, learning platforms) and analytics tools (Power BI, Tableau). Curiosity and capability in leveraging AI to personalize, predict, and automate.
Education: Bachelor’s degree in Human Resources, Organizational Development, Business, or related field required; Master’s degree preferred. Certifications in coaching, assessments, or change management a plus.
Proven Outcomes: A track record of delivering measurable improvements in leadership effectiveness, succession readiness, mobility, engagement, and performance.
Why Join The River
At The River, this is more than a job. This is a chance to be part of a movement — to reshape higher education, to transform lives, and to leave behind a legacy of systems and culture that will endure long after your tenure.
When you join us as Talent Manager, you will:
Shape the Future of Education Through People: Every framework, program, and system you build will directly empower faculty, staff, and leaders — and in turn, unlock student success and community impact.
Build, Don’t Maintain: You won’t inherit outdated systems to tweak. You will create world-class talent practices from scratch, with the freedom to innovate and the mandate to deliver excellence.
Work with Purpose and Passion: At The River, our work is about changing lives. You will join a mission-driven community where purpose and performance reinforce each other.
Leverage Innovation and AI: We are not afraid of technology; we embrace it. You’ll work with modern platforms, analytics, and AI tools to make your ideas scale and stick.
See Your Impact Every Day: From succession pipelines to leadership academies, from engagement scores to career growth stories — you will see the direct results of your work in the lives and careers of our people.
Grow as a Leader and Successor: This role is designed for a high-potential leader. You will work alongside executives, influence strategy, and have a clear runway for growth into broader leadership roles.
Be Part of a Winning Culture: The River is bold, fast, and ambitious. We celebrate builders, innovators, and changemakers who roll up their sleeves and deliver results with excellence.
We value the well-being and professional growth of our employees. Our comprehensive benefits package includes:
Health & Wellness: Medical, dental, vision, flexible spending accounts, life insurance, supplemental plans, and access to our Employee Assistance Program (EAP).
Affordable Coverage: PPO/HMO options starting at just $50/month for individual coverage and $180/month for family coverage.
Retirement Security: Participation in the Florida Retirement System (FRS), plus tax-deferred annuities and Roth 403(b) options.
Time for You: Generous paid vacation, personal, and sick leave to support work-life balance.
Perks & Discounts: Reduced rates on services and tickets to local attractions.
Growth & Development: Professional development programs, leadership training, and opportunities to advance your career.
This is not a traditional HR job. This is a once-in-a-career opportunity to architect the systems of growth, learning, and leadership for an entire institution. At The River, your work will matter — to our people, our students, and our community.
Additional Details
Classification: Staff | Supervisory: Yes | FLSA Exempt: Yes | Employment Type: Regular Pay range starts at: $81,279.55. All salary calculations start at the minimum salary and will be based on candidate's education and experience. Open until filled.
Locations
Port St Lucie, FL — Senior HR Generalist - HR Operations & Employee Experience Leader
Jensen Beach, FL — $21.00-$21.25
Stuart, FL — $160,000.00-$200,000.00
Stuart, FL — $100,000.00-$140,000.00
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
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Talent Manager — Enterprise Talent, Learning & OD Architect at Indian River State College (The River). About The River The River is not just a college. We are a nationally recognized, award-winning institution shaping the future of learning, careers, and communities. Winner of the 2019 Aspen Prize for Community College Excellence, The River has been consistently ranked among the top institutions in the country for delivering transformational outcomes to students and families.
The Promise Program is removing financial barriers by guaranteeing tuition-free education for eligible local graduates, opening pathways to equity and opportunity.
Our partnership with the Edward Via College of Osteopathic Medicine (VCOM) is launching a full medical education pathway at our Pruitt Campus — bringing advanced healthcare education and research to our region.
We are investing heavily in AI, automation, and digital learning ecosystems to disrupt the traditional higher education model and deliver career-ready skills, not just degrees.
Our institutional rallying cry, “GO FAST. THINK BIG.”, drives every decision we make: speed in execution, boldness in vision, and excellence in outcomes.
The River is leading the way in designing the future of education: one that blends academic learning, workforce readiness, and life success. Our HR function is at the center of this transformation — because we know that student success begins with employee success.
Purpose of the Role
The Talent Manager at The River is not a program administrator — this is a strategic architect role with the mandate to design and scale the full enterprise talent system. You will bring the depth, vision, and execution strength of a Fortune 500 HR leader into a purpose-driven, mission-centered institution.
As Talent Manager, you will:
Design the architecture of growth: building the frameworks, systems, and processes that connect learning, leadership, careers, and culture.
Anticipate and prepare: ensuring The River has the bench strength, readiness, and workforce planning to meet institutional goals 6, 12, and 24 months out.
Enable leaders at scale: making every leader, at every level, better equipped to grow people and lead change.
Bring innovation and AI into talent: from predictive workforce planning to personalized learning, you will make The River’s talent practices faster, smarter, and more impactful.
Drive measurable results: your success will not be defined by activity but by impact — stronger succession pipelines, higher promotion velocity, more effective leaders, greater engagement, and career mobility.
This role is both strategic and hands-on. You will set vision, design frameworks, and facilitate leadership conversations. You will also roll up your sleeves, build tools, pilot programs, and prove impact with data. We are seeking a builder with the passion to create, the resilience to persist, and the discipline to deliver excellence at speed.
Impact You Will Make
By joining The River as Talent Manager, your work will have tangible, measurable impact across the institution. These are not abstract ideas — they are the outcomes you will deliver:
Succession Readiness: Increase bench strength and succession coverage across critical roles, with clear readiness pipelines reviewed quarterly by leadership.
Leadership Effectiveness: Launch and scale leadership academies that drive measurable improvement in leadership behaviors, team performance, and engagement scores.
Internal Mobility & Career Growth: Build career frameworks and skills transparency that increase internal promotion velocity and cross-functional mobility, reducing external hiring dependency.
Workforce Planning and Job Architecture: Deliver predictive workforce plans that anticipate growth, reskilling, and attrition risks 6–18 months ahead, directly tied to budgeting and hiring decisions. Developing job competencies and tying it to career paths.
Engagement & Belonging: Translate engagement survey data into targeted action plans owned by leaders, increasing trust, belonging, and retention across diverse employee groups.
Talent ROI: Prove the business value of talent initiatives with data — tracking outcomes like faster time-to-productivity for new leaders, reduced turnover, and increased diversity in leadership pipelines.
Employer Brand Strength: Position The River as an employer of choice through storytelling, recognition, and results — ensuring we attract top-tier, purpose-driven talent.
Every bullet point here is a commitment — this is the difference your work will make.
What You Will Build
As Talent Manager, you will be the architect and builder of The River’s enterprise talent system. This is not about maintaining legacy programs — it is about creating world-class frameworks and tools that professionalize HR and accelerate growth. You will design and scale:
Career Architecture & Skills Framework: Define career families, job levels, and capability expectations that provide clarity and transparency for all employees. Build a skills taxonomy linked to learning pathways, internal mobility, and workforce planning.
Leadership Academies & Development Journeys: Design tiered academies for frontline, mid-level, and senior leaders. Integrate coaching, mentorship, action learning projects, and 360° feedback, ensuring measurable behavior change and leadership impact.
Succession & Talent Reviews: Build an enterprise-wide talent review process that surfaces readiness, identifies risks, and creates targeted development actions. Deliver quarterly reviews tied to real decisions about succession and mobility.
Learning Ecosystem: Curate and deploy a modern learning experience platform (LXP) with AI-personalized recommendations. Blend self-paced content, live sessions, peer learning, and experiential projects — learning in the flow of work.
Organizational Development Frameworks: Partner with leaders to assess effectiveness, facilitate team development, and enable culture change. Introduce OD diagnostics, playbooks, and facilitated interventions that move teams forward.
Workforce Planning Models: Create annual and rolling workforce plans aligned with institutional strategy, enrollment trends, and financial forecasts. Integrate scenario planning to anticipate skill gaps, retirements, and growth opportunities.
Talent Scorecard: Establish a data-driven scorecard that tracks key indicators — bench strength, promotion velocity, engagement, time-in-level, readiness mix, diversity, and ROI of talent investments.
What you build will not sit on paper. It will live in systems, dashboards, leader routines, and employee experiences — shaping how every person at The River learns, leads, and grows.
Innovation & AI
The River is embedding AI, analytics, and digital enablement into the fabric of HR. As Talent Manager, you will use technology not as a side tool, but as a core enabler of scale and speed. You will:
Predict Talent Risks & Readiness: Use predictive analytics to flag succession gaps, leadership risks, and critical roles vulnerable to turnover — enabling proactive action before issues become crises.
Skills Inference & Matching: Leverage AI to infer adjacent skills, recommend upskilling paths, and match employees to stretch assignments, projects, or roles that accelerate growth.
Personalized Learning Journeys: Deliver AI-driven learning recommendations tailored to employee goals, performance, and skills — ensuring learning is relevant and impactful.
Automated Talent Reviews: Streamline nomination, assessment, and evaluation processes with digital workflows. Replace spreadsheets with real-time dashboards and analytics.
Engagement-to-Action Analytics: Use natural language processing and sentiment analysis to interpret feedback, identify hotspots, and create action plans with precision.
Story-Driven Dashboards: Translate talent and culture data into executive-ready dashboards that link talent investments to organizational performance. Every metric has a narrative, every insight leads to a decision.
AI Nudges for Leaders & Employees: Deploy nudges to prompt timely feedback, check-ins, learning completions, and career conversations — embedding development into daily routines.
Innovation is not optional. It is how you will make talent management at The River future-ready, scalable, and impactful.
30 / 60 / 90 Day Speed Plan
The first 90 days at The River will set the tone for your impact. You will not wait for perfect conditions — you will move with speed, clarity, and focus to create credibility and momentum.
First 30 Days – Discover & Connect
Build trusted relationships with executive sponsors, HR colleagues, and business leaders by listening deeply and understanding priorities.
Conduct a rapid assessment of current talent practices, data, and gaps. Map existing succession coverage, development programs, and career structures.
Establish a “Talent Transformation Agenda” draft that outlines quick wins and long-term goals.
Communicate your approach clearly to stakeholders, creating alignment on priorities and expectations.
Next 60 Days – Design & Pilot
Launch two visible quick wins: one leadership development pilot module and one talent review session. Prove that immediate progress is possible.
Finalize the design of the Talent Scorecard and begin baseline data collection.
Develop draft frameworks for succession, leadership development, and career architecture. Socialize with key leaders to refine.
Facilitate one OD/team development intervention to demonstrate value in driving team performance.
Next 90 Days – Deliver & Scale
Publish and launch The River’s first enterprise-wide Talent Scorecard with baseline metrics.
Conduct initial talent reviews across at least one division, creating action plans for succession and readiness.
Roll out a leadership academy pilot with clear objectives, measures, and participant feedback.
Deliver a 12–18 month talent roadmap, sequenced by priorities, resources, and expected impact.
Share early success stories with the institution to build momentum and credibility.
12 / 24-Month Success Profile
Success at The River will be measured not by effort, but by outcomes. Within 12 to 24 months, your leadership as Talent Manager will be evident through:
Succession Coverage & Bench Strength: Clear, data-driven succession plans in place for 100% of critical roles, with readiness coverage increased by 15–20% from baseline.
Promotion Velocity & Mobility: Internal promotion and cross-functional mobility rates improved by at least 15% YoY, demonstrating stronger pipelines and career growth.
Leadership Effectiveness: Leadership academy participants showing measurable improvement in 360° feedback and team engagement scores, with ≥85% completion and impact demonstrated in business results.
Workforce Planning Impact: Annual workforce plans influencing budget and hiring decisions, with predictive models used to anticipate attrition, reskilling, and capacity needs.
Engagement & Belonging Metrics: Positive movement in engagement survey drivers related to growth, recognition, and trust, with ≥80% of action items completed on time.
Diversity & Inclusion: Diverse representation in leadership pipelines improved by measurable percentage points, with inclusive leadership practices embedded in all programs.
Talent ROI Demonstrated: Documented ROI for major initiatives (e.g., time-to-productivity reductions, lower turnover, leadership impact on performance), presented quarterly to leadership.
Employer Brand Recognition: Strengthened reputation for The River as a “Best Place to Work” in higher education and beyond, reflected in candidate quality, offer acceptance rates, and employee referrals.
Every milestone is about proof of impact — ensuring that talent management is directly tied to performance, culture, and student success at The River.
Who You Are
You are more than an HR professional — you are a builder, strategist, and leader with the drive to create systems that last. You thrive in environments of change and possibility, and you bring both the vision to design solutions and the discipline to execute them. At The River, you will succeed because you are:
A Strategic Architect: You see the whole system — culture, leadership, skills, careers, succession — and design frameworks that connect them into a coherent strategy.
A Builder at Heart: You are energized by rolling up your sleeves to create programs, frameworks, and tools from scratch, knowing they will shape the future of work at The River.
Inclusive and Purpose-Driven: You believe every employee deserves clarity, opportunity, and belonging. You design talent systems that expand access, foster equity, and create a sense of purpose.
Impact-Oriented: You measure success not by activity, but by outcomes — stronger pipelines, faster mobility, better leaders, higher engagement, and measurable ROI.
Analytical & Data-Savvy: You use data, dashboards, and analytics to diagnose issues, prove impact, and drive decisions. You translate insights into clear, actionable strategies.
Innovative & Future-Focused: You embrace AI, automation, and modern learning tools as enablers of scale, personalization, and speed. You are always looking ahead.
A Credible Influencer: You have executive presence and the ability to facilitate high-stakes conversations with clarity, confidence, and inclusivity.
Resilient & Agile: You thrive in ambiguity and fast-moving change. You stay calm, adapt quickly, and persist until solutions are delivered.
What You Bring
To achieve the outcomes required, you bring proven experience, technical depth, and demonstrated impact. You will not just have worked in talent management — you will have built, scaled, and measured it. At The River, we expect:
Enterprise Talent Experience: 10–15 years in Talent Management, Organizational Development, Learning & Development, or related fields, with experience building end-to-end talent systems across multiple functions or business units.
Succession & Workforce Planning Expertise: Hands-on leadership of enterprise-wide succession planning, workforce modeling, and readiness reviews, with documented results (e.g., increased bench strength, reduced time-to-fill critical roles).
Learning & Leadership Development Design: Proven record designing and scaling leadership academies, development programs, and learning ecosystems that produced measurable behavior and performance changes.
Career Architecture & Skills Frameworks: Experience creating or implementing career frameworks, skills taxonomies, or internal marketplaces, ideally integrated with modern HR technology.
Change & OD Leadership: Success in leading organizational development initiatives, team effectiveness interventions, or culture change programs. Skilled in facilitation and systems thinking.
Analytics & ROI Measurement: Ability to design scorecards, measure impact, and present ROI of talent initiatives to senior leadership. Skilled in linking talent investments to business results.
Technology & AI Fluency: Comfort with HR technology (Workday, ADP, learning platforms) and analytics tools (Power BI, Tableau). Curiosity and capability in leveraging AI to personalize, predict, and automate.
Education: Bachelor’s degree in Human Resources, Organizational Development, Business, or related field required; Master’s degree preferred. Certifications in coaching, assessments, or change management a plus.
Proven Outcomes: A track record of delivering measurable improvements in leadership effectiveness, succession readiness, mobility, engagement, and performance.
Why Join The River
At The River, this is more than a job. This is a chance to be part of a movement — to reshape higher education, to transform lives, and to leave behind a legacy of systems and culture that will endure long after your tenure.
When you join us as Talent Manager, you will:
Shape the Future of Education Through People: Every framework, program, and system you build will directly empower faculty, staff, and leaders — and in turn, unlock student success and community impact.
Build, Don’t Maintain: You won’t inherit outdated systems to tweak. You will create world-class talent practices from scratch, with the freedom to innovate and the mandate to deliver excellence.
Work with Purpose and Passion: At The River, our work is about changing lives. You will join a mission-driven community where purpose and performance reinforce each other.
Leverage Innovation and AI: We are not afraid of technology; we embrace it. You’ll work with modern platforms, analytics, and AI tools to make your ideas scale and stick.
See Your Impact Every Day: From succession pipelines to leadership academies, from engagement scores to career growth stories — you will see the direct results of your work in the lives and careers of our people.
Grow as a Leader and Successor: This role is designed for a high-potential leader. You will work alongside executives, influence strategy, and have a clear runway for growth into broader leadership roles.
Be Part of a Winning Culture: The River is bold, fast, and ambitious. We celebrate builders, innovators, and changemakers who roll up their sleeves and deliver results with excellence.
We value the well-being and professional growth of our employees. Our comprehensive benefits package includes:
Health & Wellness: Medical, dental, vision, flexible spending accounts, life insurance, supplemental plans, and access to our Employee Assistance Program (EAP).
Affordable Coverage: PPO/HMO options starting at just $50/month for individual coverage and $180/month for family coverage.
Retirement Security: Participation in the Florida Retirement System (FRS), plus tax-deferred annuities and Roth 403(b) options.
Time for You: Generous paid vacation, personal, and sick leave to support work-life balance.
Perks & Discounts: Reduced rates on services and tickets to local attractions.
Growth & Development: Professional development programs, leadership training, and opportunities to advance your career.
This is not a traditional HR job. This is a once-in-a-career opportunity to architect the systems of growth, learning, and leadership for an entire institution. At The River, your work will matter — to our people, our students, and our community.
Additional Details
Classification: Staff | Supervisory: Yes | FLSA Exempt: Yes | Employment Type: Regular Pay range starts at: $81,279.55. All salary calculations start at the minimum salary and will be based on candidate's education and experience. Open until filled.
Locations
Port St Lucie, FL — Senior HR Generalist - HR Operations & Employee Experience Leader
Jensen Beach, FL — $21.00-$21.25
Stuart, FL — $160,000.00-$200,000.00
Stuart, FL — $100,000.00-$140,000.00
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
#J-18808-Ljbffr