Talent Manager

Epika Fleet Services, Inc.; United States; On-site; USD 100,000 - 120,000; Full time

Benefits offered by this job

Competitive salary

401(k) with company match

Generous paid time off

Comprehensive medical, dental, and VIs

Job summary

Epika Fleet Services, Inc. is seeking a Talent Manager to build and run the organization’s talent development infrastructure from onboarding through leadership readiness.

You will own training strategy, onboarding, apprenticeship and career pathing programs, and performance management for a multi-entity, mixed hourly and salaried workforce. The ideal candidate is a builder who can design programs from scratch, manage limited resources, and lead a small team while hands-on with content creation

Qualifications

• Bachelor's degree or equivalent experience in HR/OD/education or related field.
• 5+ years of progressive experience in talent development/training, including program design and team leadership.
• Experience designing programs for a mixed hourly/salaried and multi-location workforce preferred.

Responsibilities

• Own and run talent development infrastructure from onboarding to leadership readiness.
• Lead training strategy, onboarding, apprenticeship, and career pathing programs across multiple entities/regions.
• Develop and scale onboarding and technician training curricula with cross-functional partners.
• Manage apprenticeship program design, credentialing pathways, and relationships with schools and industry bodies.
• Lead HiPo program design, leadership development content, and succession planning in partnership with CHRO.
• Create clear career pathing frameworks to support retention and internal mobility.
• Own performance management systems and 30/60/90-day assessment workflows in collaboration with field leadership.
• Build LMS strategy for a distributed field workforce and track talent development KPIs.

Skills

Talent development

Training strategy

Leadership development

Onboarding

LMS management

Performance management

Apprenticeship design

Data analysis

Education

Bachelor's degree in HR, Organizational Development, Education, or related field

Tools

LMS platforms

Job description

Overview

The Talent Manager is responsible for building and running the organization's talent development infrastructure — from onboarding through leadership readiness. This role owns training strategy, onboarding, technical training, apprenticeship and career pathing programs, talent development and performance management for a multi-entity organization with a mixed hourly and salaried, field-based workforce. The ideal candidate is a builder: someone who can roll up their sleeves, design programs from scratch, work with moderate resources and limited existing infrastructure, and lead a small team while staying hands-on with content and delivery.

Responsibilities

Training Strategy & Delivery

• Establish and maintain a 3-year training roadmap aligned to business and operational strategy across all entities/regions
• Continuously assess training effectiveness and adjust content based on field feedback, performance data, and evolving operational needs

Onboarding

• Manage the new hire onboarding program end-to-end, ensuring robust content development and delivery
• Establish robust onboarding processes for all positions, including Technician-specific transition from pre-hire to technical training and Salaried 30-60-90 day
• Drive direct employee engagement during onboarding to improve new hire retention and time-to-productivity
• Identify opportunities to leverage technology to enhance/improve the onboarding process

Technician Training

• Develop onboarding and ongoing Technician training curricula in partnership with Technical Trainers and ensure high-quality training delivery
• Develop train-the-trainer programs to scale Technical Trainer capacity across regions
• Establish methods to identify changing and updated technology and repair process changes and adjust training curricula appropriately
• Establish mentor programs pairing tenured technicians/leaders with newer employees or HiPo participants

Apprenticeship Program

• Develop and manage a Technician apprenticeship program, including curriculum design, progression milestones, and certification/credentialing pathways
• In conjunction with Talent Acquisition, build relationships with technical/vocational schools, DOL apprenticeship resources, or industry associations to generate a robust pipeline of apprenticeship candidates
• Leverage Apprenticeship experiences into future marketing efforts for Apprentice candidates

Leadership Development

• Develop and manage the Company’s High Potential (HiPo) program, including identification criteria, development plans, mentor identification/assessment, HiPo curricula and measurement of program impact
• Design leadership development content appropriate for Manager, Director, and VP-level competency progression. Establish a continuous cadence of leadership development content delivery to all organization leaders
• Lead Talent Review activities for all levels of the organization, including succession planning process design and Talent Review calibration facilitation (in partnership with CHRO)

Career Pathing

• Develop and manage career pathing frameworks across the organization, including field/technician roles and Field Support functions
• Create clear, communicable growth paths that support retention and internal mobility. Establish progression criteria that is understandable and achievable.

Performance Management

• Own and optimize the performance management process, including cycle design, tools/templates, manager enablement, and calibration support
• Own the Technician 30/60/90-day assessment framework, ensuring measures drive performance and Technician success. Partner with field leadership to drive 100% completion of 30/60/90-day assessments.
• Partner with Compensation lead to establish correlations between performance and pay adjustments

Data Management/KPIs

• Build and maintain a Learning Management System (LMS) strategy and technology approach suitable for a distributed, mobile field workforce
• Design and track talent development KPIs (e.g., onboarding completion/retention rates, apprenticeship graduation rates, HiPo advancement, internal fill rate) with regular report out to CHRO/executive team

Qualifications

• Bachelor's degree in HR, Organizational Development, Education, or related field (or equivalent experience)
• 5+ years of progressive experience in talent development/training, including program design and team leadership
• Experience designing programs for a mixed hourly/salaried and/or field-based, multi-location Technician workforce strongly preferred
• Demonstrated resourcefulness and ability to build programs with moderate resources/existing infrastructure
• Strong critical thinking skills and the ability to question/challenge the status quo
• Experience with apprenticeship program design, LMS platforms, and performance management systems
• Excellent facilitation, instructional design, and stakeholder communication skills
• Strong business partnership skills with the ability to engage with employees at all levels of the organization
• Lead, coach, and develop a team of Onboarding Coordinators and Technical Trainers across a remote/distributed structure
• Comfortable operating remotely while maintaining strong team cohesion and collaboration
• Ability to set team priorities, workload distribution, and performance expectations. Takes action to address non-performance in a timely manner
• Models a roll-up-your-sleeves approach, staying involved in content creation and delivery, not just program oversight

Benefits

• A genuinely competitive salary.
• A generous 401(k) with company match, because your future deserves real investment.
• Ample paid time off so you can rest, recharge, and come back sharp.
• Comprehensive medical, dental, and vision coverage to keep you and your family well cared for.

Pay Range

USD $100,000.00 - USD $120,000.00 /Yr.