Senior Program Manager, Workforce & Talent

• Higher Education Relationship Management – Lead relationship management and strategy with career centers and other workforce pipelines at higher education institutions. 

• CRM – Develop strategy for and manage database of key stakeholders. 

• Talent Fulfillment Metrics - Collaborate with DWD, DOE, and internal partners to identify collective and respective metrics of talent fulfillment.  

• Talent support for business development projects - Partner with the Business Development team on projects and RFPs.  

• Talent contract management – Co-manage goals for IEDC’s relationships with Make My Move and any other talent related contracts.  

• Future of Work - Collaborate with DWD, DOE and IEDC’s internal workforce team to support future of work talent development opportunities. 

Talent Fulfillment: 

• Support the Vice President, Workforce & Talent and IEDC team in all talent fulfillment activities. 

• Provide talent recruitment, development, and connection support to the IEDC Business Development team. 

• Participate in the preparation and development of short- and long-term strategic plans based on organizational talent goals. 

• Liaise among stakeholders within State Government as well as field stakeholders including, but not limited to employers, educators, economic developers, local government and others.   

• Prepare reports as necessary to the Vice President, Workforce & Talent on matters of importance. 

• Support any duties assigned as necessary to serve the mission of the IEDC. 

Talent Coordination: 

• Coordinate routinely with peer operational leaders in the Dept of Workforce Development, Dept of Education, IEDC and other workforce affiliated partner agencies. 

• Coordinate with the IEDC communications team for all talent widespread outreach/messaging. 

• Coordinate with IEDC administrative team members to manage invitations, operations and follow-up for field stakeholder engagement meetings. 

Strategic Management: 

• Evaluate and advise on the impact of long-range planning, introduction of new programs/strategies and regulatory action affecting Indiana’s ability to attract, develop, connect and retain talent.  

• Enhance and/or develop, implement and enforce policies and procedures of the organization by way of systems that will improve the overall operation and effectiveness of the corporation.  

Education: 

• Bachelor’s degree required 

Experience: 

• 3-5 years program management experience required 

• State government experience preferred 

Knowledge of: 

• Indiana assets and how to leverage them to drive significant results 

• Talent resources in the State, including partner agencies focused on attracting and retaining a viable workforce and strong talent 

Competencies: 

• Core Ethics, Values, Integrity and Trust – able to adhere to during both good and bad times, practices what he/she preaches. Is seen as a direct, truthful person, is widely trusted, keeps confidences, admits mistakes, doesn’t misrepresent for personal gain. 

• Managing Vision and Purpose – able to communicate a compelling and inspired visons or sense of core purpose, talks about possibilities, is optimistic, can inspire and motivate individuals or groups. 

• Strategic Agility – able to see ahead clearly, anticipates future consequences and trends accurately, has broad knowledge and perspective, is future oriented, can create competitive and breakthrough strategies and plans. 

• Drive for Results and Action Oriented – able to be counted on to exceed goals successfully, bottom line oriented, skillfully executes plans, steadfastly pursues self and others for results, never satisfied, and works fast. Full of energy, enjoys working hard, not fearful of acting without planning, seizes more opportunities than others think and work. 

• Political Savvy – able to maneuver through complex political situations effectively and quietly, is sensitive how people and organizations function, anticipates landmines and plans accordingly, is a maze-bright person. 

• High Emotional Intelligence – able to use emotional information to guide thinking and behavior and decision making. Emotionally self-aware and self-manages while being clearly aware of the emotions of others and effectively managing their emotions. 

• Planning and Dealing with Ambiguity – ability to accurately scope out length and difficulty of tasks, sets objectives and goals, breaks down work into process steps, measures and evaluates results. Able to effectively cope with change, can shift gears conformable, can decide and act without having the total picture, can comfortably handle risk and uncertainly.