Talent Manager

MANAGER, TALENT MANAGEMENT

Remote | Full-Time

Reports to: HR Director

Position Summary

The Manager, Talent Management 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.

About Epika Fleet Services

Epika Fleet Services is a fast-growing, private equity-backed network of trusted fleet maintenance and repair brands. We're on a mission to make fleet maintenance faster, clearer, and better for everyone.

Key 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, HiPot 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

Requirements

• 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