Skills to be developed within Business Unit
- Solid understanding of Turner business processes, products, services and culture
- Alignment of learning with the Business Unit’s strategy for growth
- Recruiting and onboarding
- Knowledge of Turner’s Benefit System
- Knowledge of Turner Knowledge Network
- Become a “change agent” within the Business Unit
Key responsibilities
- Overall responsibility for all learning activity in the Business Unit, including those activities currently controlled by HR, corporate departments, business units and TKN
- Participation in the creation and implementation of an overall L&D strategy for the business unit.
- Integrate the corporate strategy within the local business unit strategy
- Instructor-led and web-based, blended, video, CoP’s etc.
- Development Plans
- Goals and Activities
- Quarterly Reviews
- Responsibility for the measurement of learning, knowledge and collaboration including both the measurement of learning utilization, and the measurement of individual performance and learning impact to the bottom line
- Responsibility for the establishment and monitoring of the learning and development budget within the Business Unit
- Coordination with other L&D Chairs in other Business Unit’s for consistency and sharing of L&D best practices, particularly on company-wide initiatives
- Actively participate in a L&D Community of Interest for best practices, knowledge sharing and collaboration
- Recruiting
- Corporate L&D initiatives
- LEAD – leadership, education, alignment & development
- Actively participate in a L&D Community of Interest for best practices, knowledge sharing and collaboration
- Overall responsibility for staff development in the business unit, including:
- Ensure compliance with the Development Appraisal Process
- Understand and apply Turner’s Competency Model, skill gap and proficiency requirements by job family and level
- Identification of “Learning Intervention” to reduce skill gaps focused on the individual learners
- Foster a “Learning Culture”
- Prepare skill gap reports for review with the General Manager and Operations Manager
- Coordination with learners managers
- Responsibility for the recruiting and interviewing processes within the Business Unit for new and experienced new hires
- Responsibility for all onboarding activity for new college recruits and experienced new hires
- Learning requirements –mandatory and recommended
- Computer, phone, benefits, shirts, forms, etc
- Coordination of Co-op processes including meeting with local universities on a regular basis
- Establishment of mentoring / buddy systems within the Business Unit
- Coordination of all learning activity, including registration for required courses and reporting of progress
- Management of all TKN activities at the Business Unit (See responsibility for TKN Champions)
- Know each staff person personally to understand individual capabilities and how they best fit within the organization
Reporting Relationships:
- The L&D Chair will report directly to the General Manager and or Operations Manager, and will function at the same level as other Department Head Chairs.
- The L&D Chair will have a dotted line relationship to the overall head of Learning and Development for Turner and will attend quarterly TKN Champion meetings and other meetings as may be required. The overall L&D head for Turner will provide structure and guidance so that the L&D Chair in each Business Unit operates consistently across the entire company.
Questions or Interest in this Position should be directed to:
Mark Terhar
Operations Manager, Turner Construction Company
250 W. Court Street
Cincinnati, Ohio 45202
email – mterhar@tcco.com
