Talent Integration & Development Specialist at Blackhawk Community Credit Union

Janesville, Wisconsin, United States -

Full Time

Start Date

Immediate

Expiry Date

08 May, 26

Salary

0.0

Posted On

07 Feb, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Talent Integration, Development, Onboarding Support, Mentorship Program Management, Training Facilitation, Data Collection, Employee Engagement, Organizational Competency, Performance Observation, Stakeholder Collaboration, Program Evaluation, Instructional Methodologies, Compliance Knowledge, Credit Union Operations, Interpersonal Skills, Confidentiality

Industry

Financial Services

Description

Job Description Talent Integration & Development Specialist Job Classification: Full Time FLSA Status: Exempt Department: Learning & Development Reports To: Director of Learning & Development Senior Leader: Chief Experience Officer Job Overview Talent Integration & Development Specialist plays a critical role in ensuring the long‑term success of new employees by providing structured support well beyond initial onboarding. This position is responsible for conducting scheduled check‑ins at key milestones, owning and evolving the mentorship program, and supporting the Learning & Development team (including L&D Specialists and the Content, Resource & Design Specialist) in delivering high‑quality training, documentation, and employee development experiences. Through observation, facilitation, collaboration, and data collection, this role strengthens retention, employee engagement, and overall organizational competency. Major Tasks, Responsibilities and Key Accountabilities * Conducts structured 30‑, 60‑, and 90‑day check‑ins with new employees to assess confidence, progress, and developmental needs, following established L&D check‑in processes. * Completes 6‑month and 1‑year visits with employees to reinforce ongoing development and identify longer‑term support needs. * Documents trends, feedback, and progress to inform training enhancements and support proactive intervention. * Collaborates with managers and mentors to ensure new employees receive timely coaching and necessary resources. * Oversees the end‑to‑end management of the mentorship program, including mentor selection, onboarding, communication, development of resources, and ongoing touchpoints. * Provides guidance and support to mentors to ensure quality employee development. * Measures program effectiveness and updates program structure based on feedback, performance trends, and organizational needs. * Facilitates training sessions in partnership with L&D Specialists, including onboarding modules, system training, role‑specific learning, and refresher courses. * Assists with preparation, coordination, and delivery of training materials, tools, and classroom resources. * Provides escalation support by identifying and communicating training gaps, user challenges, and common knowledge deficits observed during check‑ins or field visits. * Collaborates on training development updates, pilot programs, and post‑training assessment activities. * Offers support in gathering frontline insights on procedural clarity, workflow challenges, and system navigation questions to assist with documentation accuracy. * Assists with editing, reviewing, or formatting documentation or learning resources when needed in partnership with the Content, Resource, & Design Specialist. * Identifies opportunities for procedural or documentation improvement based on employee feedback and direct observation. * Conducts in‑branch or in‑department performance observations to assess applied learning, confidence, and readiness for role independence. * Evaluates soft‑skill performance, compliance behaviors, and procedural accuracy to support targeted coaching. * Partners with managers, mentors, HR partners, and L&D Specialists to ensure transparency around employee progress, challenges, and developmental needs. * Acts as an advocate for new employees, ensuring their concerns and feedback are communicated to appropriate stakeholders. * Tracks success metrics related to new hire integration, mentorship effectiveness, and ongoing support initiatives. * Provides summary reports, insights, and recommendations to the Director of Learning & Development to drive enhancements to training programs and support structures. * Supports evaluation of training program effectiveness through observation insights, data trends, and employee feedback. * Pursues personal professional development opportunities within the L&D industry. * Maintains knowledge of adult learning trends, instructional methodologies, and credit union operational updates. * Actively attends meetings and training sessions to remain up to date and maintain knowledge of policies, regulations, procedures, products, and legal requirements, including but not limited to the Bank Secrecy Act (BSA) and Office of Foreign Assets Control (OFAC) policies and regulations. Follows processes and procedures established to ensure compliance with the Bank Secrecy Act (BSA). Completes required, annual BSA training to ensure comprehension of Branch Manager responsibilities that apply to BSA, including: 1. CIP (Customer Identification Program) 2. CDD (Customer Due Diligence) 3. Beneficial Owner Identification and Verification 4. Prohibited Account Types 5. CTRs (Currency Transaction Report) 6. SARs (Suspicious Activity Report) 7. OFAC (Office of Foreign Assets Control) 8. Monetary Instruments 9. Record Retention * Other duties as assigned. QUALIFICATIONS and COMPETENCIES * Thorough knowledge of and extensive experience working within a bank and/or credit union. * Successfully pass the pre-employment credit and background screening. * Must be at least 18 years of age. * Utilizes good judgment and exhibits professionalism. * Demonstrates strong ability to work independently, multi-task and set effective priorities. * Demonstrates strong ability to work as a team in an inclusive and collaborative manner. * Possesses strong interpersonal skills, a positive attitude, and a desire to help people. * Ability to work with staff in a constructive, professional, confidential, and productive manner to improve processes and provide training opportunities. * Capable of having challenging conversations while maintaining tact, diplomacy, and professionalism. Acts as a role model to other employees of stellar service and purpose. * Exhibits excellent verbal, written and interpersonal communication skills. * Maintains and has a history of an acceptable reliability and attendance record. * Have a desire for personal, professional, and innovative development for self and others. * Pass the pre-employment drug test and background check. EDUCATION and EXPERIENCE * Bachelor’s Degree in a related field or an equivalent level of knowledge, skills and abilities typically acquired through work experience. * Three years of experience in a financial institution, preferably in a training or lead role. * Previous experience leading a team or project. OTHER (PHYSICAL and ENVIRONMENTAL) Physical Job Requirements Frequent periods are spent standing or sitting in the same location with some opportunity to move about; occasionally there may be a need to stoop or lift light objects (typically less than 8 pounds). * Ability to move about and communicate with a diverse membership and employee group. * Ability to accomplish the described responsibilities using computers and technology. * Ability to sit and/or stand for extended periods of time. * Ability to work in a changing, challenging, and fast paced work environment. * Variable stress levels. * Provide own transportation. * Occasional business travel. Environmental Job Requirements Typically located in a comfortable, quiet indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, strong drafts, or bright lights. CULTURAL VALUES & EXPECTATIONS As a Talent Integration & Development Specialist, you are expected to embody and promote the core cultural values of Blackhawk Community Credit Union. These values guide daily interactions, decision-making, and leadership style, ensuring a positive environment for members and employees. * Member-Centric Service - Consistently prioritize the needs and well-being of members, while keeping the credit union’s best interests top of mind. Strive to exceed service expectations, build trust, and foster long-term relationships through empathy, active listening, and personalized solutions. * Integrity & Accountability - Demonstrate honesty, transparency, and ethical behavior in all actions. Take responsibility for outcomes, follow through on commitments, and hold yourself and others accountable to high standards. * Collaboration & Teamwork - Foster a supportive, inclusive, and cooperative work environment. Encourage open communication, respect diverse perspectives, and work together to achieve branch and organizational goals. * Continuous Learning & Growth - Embrace opportunities for personal and professional development. Support staff learning, share knowledge, and seek feedback to improve processes and service delivery. * Community Engagement - Actively participate in local partnerships, volunteer initiatives, and outreach activities. Represent the credit union with professionalism and enthusiasm, strengthening community relationships and visibility. * Adaptability & Resilience - Maintain a positive attitude and composure in a fast-paced, changing environment. Demonstrate flexibility, resourcefulness, and a willingness to embrace new challenges and opportunities. * Respect & Inclusion - Treat all members and colleagues with dignity and respect, regardless of background or beliefs. Promote an environment where everyone feels valued, heard, and empowered to contribute. CAREER PATH The Talent Integration & Development Specialist position at Blackhawk Community Credit Union serves as a critical role within Learning & Development, focusing on long‑term employee integration, mentorship program management, developmental support, and cross‑functional collaboration that strengthens organizational culture and employee success. Most Talent Integration & Development Specialists achieve high proficiency after a minimum of 3 years in the role. The rate at which an individual develops expertise depends on a variety of different factors, including the volume of onboarding cycles and scheduled employee check‑ins, the complexity of developmental needs and feedback trends, and the individual’s ability to build relationships, collaborate across departments, and manage multiple priorities with empathy, accuracy, and adaptability. Upon mastering the Talent Integration & Development Specialist role, employees may have an opportunity to advance into the following positions: * Learning & Development Specialist * Content, Resource, & Design Specialist * Project Manager * Director of Learning & Development

Responsibilities

This role ensures long-term success for new employees by conducting structured check-ins at key milestones and owning the evolution of the mentorship program. The specialist also supports the Learning & Development team in delivering high-quality training, documentation, and development experiences.