Want to hear something crazy? Cars only spend 5% of their time driving. Where do they spend the other 95%? PARKED!

LAZ Parking is the largest privately owned and fastest growing parking company in the country with over 12,000+ employees working in 38 states and 400 cities.!

We are also a PEOPLE FIRST company. We believe “parking may be our industry, but PEOPLE are our passion.” Our mission is to “create opportunities for our employees and value for our clients”. If you’re looking to change people’s lives, and join a fast growth company led by passionate people committed making a difference in the world then contact us today!

The Spirit of the Position:

The Leader of Talent Development is a senior leader within the LAZ People + Culture team, reporting to the Head of People + Culture. S/he is responsible for the design, implementation and continuous improvement of programs that facilitate and enhance our employee experience. Responsibilities include professional development and continuous learning of employees across the entire company, particularly current and emerging leaders, driving cultural initiatives, and creating efficiency and enhancement to existing programs. This position architects and deploys strategies that enhance and cultivate the company’s people-first culture, including, employee engagement, communication, learning programs, coaching, and talent development. The Leader of Talent Development directly manages the Senior Manager of Talent Development and is a responsible for driving LAZ University initiatives.

Responsibilities:

Talent Development and Retention:

• Leads the company’s coaching and performance management programs and manages relationships with external coaches and vendors.
• Supports the L&D department, regions, divisions and support services by developing and leading workshops, learning programs, coaching groups, training classes and other company events.
• Leads and supports the LAZ University team, including Senior Manager of Talent Development.
• Builds, implements and measures programs focused on improving employee engagement and retention.
• Develops and implements talent management systems and structures including the assessment and development of leadership talent across the organization.
• Partners with HR Business Partners, Vice Presidents, General Managers and Department Directors to enhance employee experience, develop talent, build programs to identify and develop high performers and coach employees.
• Provides support and guidance to leadership, and other staff when complex, specialized, and sensitive questions and issues arise.
• Partner with department leaders to effectively manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants.
• Measures the effectiveness of the company’s talent, engagement and learning programs and recommends best in class programs that can enhance the personal and professional growth of our people.
• Creates, executes, and manages annual strategy, goals, initiatives, and budget for LAZ University and the L&D department.
• Meet targets for support in recruiting and hiring.
• Meet targets for onboarding and retention.
• Develops strategies designed to improve employee engagement and attract/retain the best talent.

Overall People Strategy:

• Drives the organizational engagement strategy, partnering with key stakeholders to customize approaches as needed.
• Implements and oversees the company’s succession planning programs, including the identification and development of high potential talent and future leaders.
• Advises and supports the Head of People + Culture with workforce planning initiatives, such as remote-work and flexible work concepts.
• Performs employee and/or assessments and diagnosis to improve productivity, performance, engagement, or employee experiences.
• Supports the Chief Culture Officer and Head of People + Culture with talent-related projects, such as job analysis or improving team dynamics.
• Architects and implements employee engagement and recognition programs aligned to company themes/initiatives.
• Consults with IT, Innovation, Finance, Accounting, HR, Safety, Risk, and other departments related to the implementation of new products, services and systems to ensure that employees have the tools, information, communication and learning to achieve results for the company.
• Develops and supports the deployment of company-wide change management strategies for updates to systems and processes.
• Deploys and oversees the company’s performance management processes, including ongoing talent reviews, coaching conversations, and talent/career development. Partners with the leadership team to understand, plan, and execute the organization’s human resource and talent strategy (recruiting, retention, & succession).
• Design a balanced, ongoing, employee training and development program.
• Identify metrics to measure success of employee engagement projects and initiatives. Research and deploy recruitment, compensation, and benefit strategies to attract diverse, high-quality applicants.
• Develop and implement professional development strategy.

Company Culture:

• Strategizes, prepares, and presents employee communication as needed in partnership with Senior leadership including the Head of People + Culture.
• Participates in keeping a cultural pulse of the company.
• Provide company-wide communications in conjunction with Marketing organization and develops annual themes for the company.
• Supports the Diversity and Inclusion Committee and designs, develops, deploys and manages the company’s diversity and inclusion initiatives.

Other:

• Additional duties as assigned.

Education:

• BA/BS Degree.
• Master’s degree strongly preferred, ideally in Industrial and Organizational Psychology, Organizational Behavior or Organizational Leadership.
• Certified in DISC, Hogan or other similar tool(s) strongly preferred.
• Education, certificate or certification in leadership or business coaching strongly preferred or Certified Professional in Learning and Performance (CPLP) / Certified Professional in Talent Development (CPTD).

Experience:

• 10+ years of experience in a talent, learning and/or organizational development role.
• 5+ years directly managing others, preferably within talent, learning, HR or organizational development team(s).
• Six Sigma certification preferred.

Skills:

• Organizational transformation and/or sophisticated change management.
• Ability to influence and manage across multiple levels of an organization.
• Ability to oversee as a project leader, multiple projects and lead and manage teams effectively.
• Ability to look at each problem or data set from many different angels to find innovative and simple solutions.
• Sophisticated thinking, strong emotional intelligence creative vision on how to tackle diverse problems.
• Expert ability to diagnose and deploy organizational interventions.
• Ability to hear differing perspectives, influence, and gain consensus.
• Ability to distill the complex in to the simple and communicate the best path forward.
• Strong presentation skills and ability to turn complex ideas into measurable learning.
• Strong ability to prioritize tasks and delegate them when appropriate.
• Expert communicator and analytical thinker, time-management and problem-solving.
• Exceptional customer service and relationship management skills.
• Expert coaching, leadership and interpersonal skills, presentation, oral, and written communication skills.
• Exceptional interpersonal, negotiation, and conflict resolution skills.
• Exceptional business acumen, management reporting, and problem-solving abilities.
• Strong organizational skills, including the ability to manage multiple concurrent initiatives while paying close attention to the details.
• Ability to present complex information to audiences of all levels.
• Ability to represent the company at trade associations as an attendee, speaker or facilitator.

Physical Demands:

• Ability to lift, push and pull at least 10 pounds.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with qualified disabilities to perform the essential duties/functions.

FLSA Status: Exempt; full-time

To be hired, all candidates must pass a background check and pre-employment drug screen.

LAZ Parking is an equal opportunity employer. In all our employment practices, including hiring, we are firmly committed to provide equal employment opportunity (EEO) to all persons, regardless of race, color, religion, sex, national origin, disability, age, genetics, Vietnam era, special disabled, recently separated and other protected veterans, or any other characteristic protected by federal, state or local law. No question in our application process is used for the process of limiting or excluding any applicant's consideration for employment on such grounds.

LAZ Parking participates in E-Verify.

#JG