Professional Development Specialist

Job Type

Full Time

Salary

Minimum: $50,000
Details: Commensurate with Experience

Published

10/18/2018

Start Date

12/03/2018

Application Deadline

11/15/2018

Address

537 Bushwick Avenue
Brooklyn
New York
11206
United States

Description

ESSENTIAL DUTIES AND RESPONSIBILITIES

The Professional Development Specialist is a member of the Administrative Department of the RiseBoro and reports directly to the Director of Human Resources. The overall responsibility is to evaluate and enhance the competencies of individual employees by designing and conducting training programs that will boost employee workplace performance in alliance with company’s core values. Essential functions include, but are not limited to the following:

  • Identify training needs by evaluating strengths and weaknesses; use data to translate needs into a training program that will enhance employee performance;
  • Build quarterly and annual training schedule;
  • Acclimate new hires to RiseBoro and conduct orientation sessions;
  • Prepare and deliver training courses in group and individual settings;
  • Select and/or develop training aids including training handbooks, demonstration models, multimedia visual aids, computer tutorials and reference works;
  • Encourage employees for training;
  • Communicate all training programs on a timely basis;
  • Coordinate administrative functions necessary to deliver and document training programs;
  • Prepare budget for training programs and workshops;
  • Evaluate effectiveness of ongoing training and development programs, utilizing relevant evaluation data to revise or recommend changes in instructional objectives and methods;
  • Assist in analyzing and assessing training and development needs for individuals, departments, and divisions;
  • Stay abreast of the new trends and tools in employee development;
  • Implement training KPIs;
  • Prepare and present reports on training program KPIs;
  • Participates in department meetings and attend meetings and/or seminar as necessary; 
  • Maintains confidentiality at all times;
  • Other departmental and agency-wide duties as assigned.


COMPETENCIES

  • Experience in designing multiple training events in an organizational setting;
  • Ability to lead a full training cycle;
  • Adequate knowledge of learning management software;
  • Familiarity with traditional and modern training methods, tools and techniques;
  • Good knowledge of talent management and succession planning;
  • Demonstrated expertise in leveraging available resources to minimize training costs;
  • Ability to conduct cost-benefit analysis and calculate training ROI;
  • Sound decision making and organizational skills;
  • Proficiency in MS Office and in database software;
  • Bilingual (Spanish) a plus;
  • Must be detail-oriented and possess excellent communication and organizational skills;
  • Ability to deal professionally with confidential information.


EDUCATION EXPERIENCE

Any combination equivalent to education and experience that provides the required knowledge and skills may be considered qualifying:

  • bachelor’s degree from an accredited college or university with a major in Education, Training, HR or related field;
  • experience as a Training Specialist or similar role;
  • experience with designing training programs and workshops;
  • experience developing and maintaining a Learning Management System;

Benefits

Health Insurance: RiseBoro provides health insurance, which includes medical, hospital, vision and dental care, for full-time employees (30+ hours per week) after they have completed 60 days of employment. If the employee is covered through another source, such as his/her spouse, coverage will not be permitted through RiseBoro.  Employees contribute to the cost of health insurance via a pre-tax payroll deduction. However, in some cases, portions of the employee contributions may be on a post-tax basis. Upon termination of employment, an employee is entitled to continue his/her health insurance under COBRA

Life Insurance and Accidental Death and Dismemberment Benefits: RiseBoro provides this coverage for employees who work 30+ hours per week after they have completed 60 days of employment. Employees do not contribute to the cost of this benefit. Eligible employees are insured for an amount equal to the annual salary. 

Life Insurance: All RiseBoro employees may elect to purchase life insurance through MassMutual (formerly Metlife). Premium payments are made via payroll deductions. There is no waiting period for this benefit and enrollment is ongoing throughout the year.  

Accident, Disability, Specified Disease (Cancer) and Hospital Confinement Indemnity Insurance: All RiseBoro employees may elect to purchase accident and additional disability insurance through AFLAC. Premium payments are made via payroll deductions. There is no waiting period for this benefit and enrollment is ongoing throughout the year.      

Pension Plan: After the completion of a year of employment, RiseBoro provides a pension benefit to employees who have met plan requirements. This plan calls for 2-4% of employees’ salaries to be contributed and is completely employer paid. There is a graded vesting schedule, with 100% vesting occurring at 5 years of employment. 

Tax-Deferred Annuity:  All RiseBoro employees may participate in a 403(b) plan allows them to save for their retirement with pre-tax contributions via payroll deductions. There is no waiting period for this benefit and enrollment is ongoing throughout the year.    

Employee Assistance Program (EAP): RiseBoro offers professional support services to all employees through an EAP. The EAP provides access to an employer-paid* confidential resource offering evaluations, counseling and referral services to employees and family members. Services can help with problems, questions or concerns regarding legal, family, substance abuse, job, marital, mental health, parenting, financial and elder care issues. Eligible employees are full-time and part-time, whether or not they participate in the employer-sponsored health insurance plan. Employees can be referred to the EAP by a supervisor/manager or through self-referral. An employee’s job is not placed in jeopardy for using the EAP.

*There may be additional costs that are related to services beyond the EAP.

Flexible Spending Account (FSA): Available to full-time employees after they have completed 60 days of service, this plan allows for pre- and post-tax contributions into accounts for reimbursable medical expenses and dependent care services, both as defined by Section 125 of the Internal Revenue Code. Enrollment is limited to an open enrollment period.

Commuter Benefits Plan (CBP): Full-time employees after they have completed 4 weeks of service may enroll in this plan which allows for pre- and post-tax contributions to an account for qualified mass transit and parking expenses, as defined by Section 132 of the Internal Revenue Code. Enrollment is ongoing throughout the year.

Workers’ Compensation Insurance: All RiseBoro employees are covered by workers’ compensation insurance in case of on-the-job injury. 

Disability Insurance: All RiseBoro employees are covered by disability insurance in case of off-the-job injury and/or illness that result in temporary loss of wages.

Paid Family Leave (PFL): All eligible RiseBoro employees are covered under PFL which provides paid leave and job protection for care of a family member’s serious health condition, or for bonding with a new child, or for a qualifying military leave event (family members under active military duty employment or who have been notified of an impending call or order of active duty). PFL does not cover situations for one’s own medical serious health condition. Taking or inquiring about PFL will not result in discrimination or retaliation. All employees who work at least 20 hours/week and are employed for 26 consecutive weeks or more and all employees who work under 20 hours/week and have worked 175 days or more are eligible for PFL. In limited circumstances, employees whose regular work schedules are temporary or seasonal may opt out of PFL. PFL is employee-funded via payroll deductions.

Vacation Leave: The vacation year runs from January 1st to December 31st. Up to 2 weeks of unused vacation time can be automatically rolled over into the new year. If unused by March 31st, this time will be converted to sick leave. Full-time employees accrue vacation time is on the basis of years of service:

                                   less than 2 years: 10 days

                                   2 years to 3 years 11 months: 5 days

                                   4years to 9 years 11 months: 20 days

                                   over 10 years: 30 days

The standard full-time employee works 35 hour per week. Employees who work between 30 and 34 hours per week or 36 and 40 will receive a pro-rated allotment of vacation time as this leave is accrued on a biweekly basis. All employees will be retroactive credited with their vacation allotments upon the successful completion of the initial introductory period and may begin to use vacation time after the completion of this period. Employees will be paid for any unused vacation time at the time of separation.

RiseBoro’s vacation policies are superseded in the event that a contract and/or funding source mandates that different policies be applied.

Sick Leave: Full-time employees will receive one paid sick day per month up to a maximum accrual of 12 days per calendar year. The number of hours that comprise that one paid sick day will depend on the number of hours in the full-time employee’s regular weekly work schedule. Full-time employees may carry-over unused sick time into the next calendar year up to a maximum of 90 days of paid sick time. 

Part-time employees will receive 1 hour of paid sick time for every 30 hours worked up to a maximum accrual of 40 hours per calendar year. Part-time employees may carry-over unused sick time into the next calendar year, but usage is capped at 40 hours per year. All employees will begin to accrue paid sick time as of the date of employment and may begin to use accrued paid sick time on the 120th day of employment. Employees will not be paid for any unused sick time at the time of separation for any reason.

Other Leaves: A variety of other paid and unpaid leaves may be approved. For detailed information, refer to the RiseBoro Policy and Procedures Manual.

Holidays: RiseBoro observes 12 holidays annually. These are: New Year’s Day, Martin Luther King, Jr. Day, Presidents’ Day, Memorial Day, Independence Day, Labor Day, Columbus Day, Veteran’s Day, Election Day, Thanksgiving Day and the day after, and Christmas Day.

Level of Language Proficiency

Bilingual in English/Spanish is a plus

Professional Level

Professional

Minimum Education Required

4-year degree

How To Apply

gmorales@riseboro.org
http://www.riseboro.org

Please submit cover letter and resume to gmorales@riseboro.org


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