Job Description

Talent Manager Enterprise Talent Learning & OD Architect

About The River

TheRiveris 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.

We are expanding boldly:

• 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 every decision wemake:speed in execution boldness in vision and excellence in outcomes.

TheRiveris 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.

Our Transformation Journey

At The River HR is no longer an administrative function. We are building a strategic AI-enabled People & Culture engine that sets the pace for higher education and benchmarks against the worlds best companies.

This is not maintenance work. This is building from the ground up and building for impact:

• Professionalizing HR with systems processes and leadership pipelines that rival Fortune 500 organizations.
• Embedding AI automation and people analytics into every aspect of HR to make work faster smarter and more human.
• Designing a culture of inclusion performance and belonging that inspires people to do the best work of their lives.
• Shaping succession pipelines leadership academies and career architectures that ensure every employee at The River has visibility opportunity and support.
• Proving impact with data dashboards and ROI not just activity HR at The River is measured on outcomes.
  

We are creating a movement inside higher education to show that a college can deliver world-class HR and people systems that rival the most innovative companies in the world.

The Talent Manager role is at the heart of this journey: building the enterprise systems that unlock learning leadership and growth for every employee.

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.

This role exists because our future growth our culture and our student outcomes all depend on talent. If our employees have clear career paths if our leaders are prepared for succession if our workforce is skilled for tomorrows challenges and if every employee feels belonging and purpose in their work then The River succeeds in delivering on its mission.

As Talent Manager you will:

• Design the architecture of growth: building the frameworks systems and processes that connect learning leadership careers and culture.
• Anticipate andprepare:ensuring The River has the bench strength readiness and workforce planning to meet institutional goals 6 12 and24 monthsout.
• 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 Rivers 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 willsetvision design frameworks andfacilitateleadership 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 tocreatethe 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 havetangible 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 thatanticipategrowth reskilling and attrition risks 618 monthsahead 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 Rivers enterprise talent system. This is not aboutmaintaininglegacy 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 readinessidentifiesrisks 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 effectivenessfacilitateteam development and enable culture change. Introduce OD diagnostics playbooks andfacilitatedinterventions 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 toanticipateskill gaps retirements and growth opportunities.
• Talent Scorecard:Establisha 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

TheRiveris 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 feedbackidentifyhotspots 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 anarrativeevery insight leads to a decision.
• AI Nudges for Leaders & Employees: Deploy nudges to prompttimelyfeedback 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

• Buildtrustedrelationships 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 todemonstratevalue in driving team performance.

Next 90 Days Deliver & Scale

• Publish and launch The Rivers 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 clearobjectives measures and participant feedback.
• Deliver a 1218 monthtalent 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 to24 months your leadership as Talent Manager will beevidentthrough:

• Succession Coverage & Bench Strength: Clear data-driven succession plans in place for 100% of critical roles with readiness coverage increased by 1520% from baseline.
• Promotion Velocity & Mobility: Internal promotion and cross-functional mobility rates improved by at least 15% YoYdemonstratingstronger pipelines and career growth.
• Leadership Effectiveness: Leadershipacademyparticipantsshowingmeasurable improvement in 360 feedback and team engagement scores with 85% completion and impactdemonstratedin business results.
• Workforce Planning Impact: Annual workforce plansinfluencingbudget and hiring decisions with predictive models used toanticipateattrition reskilling and capacity needs.
• Engagement & Belonging Metrics: Positive movement in engagement surveydriversrelated 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 thewhole 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 haveexecutivepresence and the ability tofacilitatehigh-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 outcomesrequired you bring proven experience technical depth anddemonstratedimpact. 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: 1015 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 thatproducedmeasurable 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 andsystemsthinking.
• 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 inleveragingAI to personalize predict and automate.
• Education:Bachelors degree in Human Resources Organizational Development Business or related fieldrequired;Mastersdegree preferred. Certifications in coaching assessments or change managementa plus.
• Proven Outcomes:A track recordof delivering measurable improvements in leadership effectivenesssuccessionreadiness mobility engagement and performance.
  

Why JoinTheRiver

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.
• BuildDontMaintain: Youwontinherit outdated systems to tweak. You will create world-class talent practices from scratch with the freedom toinnovateand the mandate to deliver excellence.
• Work with Purpose and Passion: AtTheRiver 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 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 toarchitectthe 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.

Classification

Supervisory

FLSA Exempt

Employment Type

Compensation and Application Deadline