Overview

Employee Development Manager/Specialist (level dependent on experience)

Job Purpose / Summary: This position manages performance initiatives and programs that align with and drive a high-performance culture. It incorporates best practices into program design while integrating with the organization’s total rewards and business strategy. It supports coaching managers on how to successfully have ongoing, development-focused performance conversations with their employees.

What You’ll Do: 

– Lead the ongoing performance management process ensuring all managers and employees are informed, trained and coached on all aspects of periodic check-ins, year-end calibrations and performance ratings, goal setting, etc.
– Guide managers on writing performance reviews and holding meaningful ongoing conversations with their employees
– Conduct an assessment of technology options, identifying the right solution that will drive the strategy, and implement that technology in a way that will balance with other Talent/HR technologies
– Communicate, train and provide guidance and tools to managers and employees to accomplish performance objectives
– Partner with managers on creating performance improvement plans to close performance gaps
– Identify and implement training that meets the needs of the company’s workforce given the multiple channels of communication and training currently available
– Manage the timeline, development, and delivery of performance management communication and program implementation dates

What You’ll Bring: 
-Bachelor s Degree
– 5-8 years in Human Resources Organizational Development position
– Experience with performance management administrative systems and tools
-Experience supporting performance management transformations
– Demonstrated ability to build strategic partnerships with key business partners
– Ability to develop and deliver training materials at all levels within the organization
– Excellent presentation and relationship building skills
– Expert in Microsoft Office Suite
– Proven ability to influence decisions and change

Why CTI?
– We support career progression –  We have a structured mentoring program to provide the support you need to move forward
– We value education and training – We provide tuition reimbursement, partner with universities and colleges to create programs in our field, and have a dedicated training department
– We value our people – We have never had a layoff in our 20-year history, support a work-life balance, and have provided cash bonuses every year for the past decade
– Our culture is unparalleled – We’ve received multiple awards recognizing CTI as one of the best places to work in the greater Cincinnati area, as well as one of the top CROs in the industry
– We think globally and act locally – We have a global philanthropic program supporting our team’s efforts to improve their local communities
– We are looking toward the future – We have had a consistent double-digit growth rate over the last decade, invest in cutting-edge technology, and pride ourselves on our average 95% annual retention rate (a recent report found that the average turnover for CROs in the US was 30%)
– Our work makes a difference – We focus our work on treatments for chronically and critically-ill patients, who are depending on us to bring these life-changing therapies to market