101366 701 Cool Springs Blvd, Franklin, Tennessee 37067 _TruGreen_ _accepts applications on an ongoing basis._ **Job Description** **Position Overview** The **Director of Talent Management, Learning, and Leadership Development** is a once-in-a-career opportunity to shape the future of TruGreen by building a culture where every employee feels valued, developed, and ready to lead. This is a leadership role responsible for designing and implementing enterprise-wide talent strategies that align with TruGreen’s mission, vision, and values. This role will drive initiatives that enhance the **One Team Together Culture** , strengthen leadership capabilities, and build a future-ready talent pipeline. By integrating TruGreen’s values of **Safety, Service, Teamwork, Accountability** and **Respect** into all talent and learning programs, this leader will ensure the organization attracts, develops, and retains top talent while fostering a culture of engagement, growth, and high performance. The Director will oversee talent routines, leadership development programs, and scalable learning solutions, while leveraging data and technology to measure impact and continuously improve outcomes. This role requires a balance of strategic vision and hands-on execution, with a focus on collaboration, innovation, and measurable results. **Responsibilities** **1. Anchor Everything to the Vision, Mission and Culture** TruGreen’s **One Team Together Culture** and values of **Safety, Service, Teamwork, and Accountability** are this role’s north star. Every initiative—whether it’s leadership development, talent strategy, or learning programs—should reinforce these cultural pillars. For example: + **Leadership Development** : Build programs that teach leaders how to embody and model our culture, values and competencies daily. For example: + **Safety** : Leadership programs could include modules to ensure that safety becomes second nature, protecting not only ourselves but also the customers and communities we serve. + **Service** : Develop training that teaches leaders how to connect their team’s work to the customer experience, reinforcing a service-first mindset. + **Talent Routines** : Integrate the values and competencies into performance reviews and succession planning. Create a structure where we evaluate leaders not just on results but on how well they live out the values in their teams. **2. Build a Leadership Pipeline That’s Future-Ready** The focus on **succession planning** and **top talent development** is critical. + **Competency Framework** : Define the core competencies needed for leadership at every level of the organization. Develop a way to use technology in a simplified way to capture development plans around these competencies. + **Top Talent Programs** : Create a program for top talent leaders —something that’s aspirational and builds excitement and combines mentorship, stretch assignments, and leadership coaching to prepare future leaders. + **Metrics for Success** : Track promotion rates, retention of top talent, and bench strength for critical roles. Use these metrics to show progress and make data-driven adjustments. **3. Activate the Enterprise Listening Strategy** This is a game-changer. Listening to employees and connecting their feedback to the customer experience is a powerful way to drive engagement and performance. Here’s what this role will be responsible for: + **Pulse Surveys** : Use frequent, short surveys to gather real-time feedback on onboarding experience, engagement, leadership effectiveness, and alignment with values. + **Action Planning** : Equip leaders with tools to turn feedback into action. For example, after a survey, provide a template for leaders to create a 90-day action plan with their teams. + **Close the Loop** : Share back what you’ve learned and what’s changing as a result. Use insights from the listening strategy to refine leadership training programs and address emerging needs. + **Connect to the Customer Experience** : Analyze correlations between employee engagement scores and customer satisfaction metrics to identify areas for improvement. **4. Scale Learning and Development** The role emphasizes scalable learning solutions, which is critical for a company with our footprint. Example responsibilities: + **Onboarding:** Build upon the strong onboarding training our associates already receive by adding a cultural immersion experience and/or elearning that introduces them to TruGreen’s values, mission, and leadership expectations from day one. This sets the tone early and reinforces the culture. + **Blended Learning** : Combine in-person workshops with e-learning modules to make training accessible to all employees, regardless of location. + **Leadership Curriculum** : Build a tiered curriculum that grows with leaders. For example: + **Flagship Program** : build a TruGreen Leadership flagship program focused on our culture, values, competencies and skills such as coaching, feedback, and performance management. + **Advanced** : Senior leader training on strategy, influence, and leading through change. + **Technology Integration** : Leverage the LMS and other platforms to create a seamless learning experience. For example, use gamified learning paths to reward associates for completing e-learning modules, fostering a sense of accomplishment and engagement **5. Lead with Influence and Collaboration** This role requires working across HRBPs, COEs, and senior leaders. To succeed, you’ll need to: + **Build Relationships** : Spend time understanding the needs of different stakeholders. For example, what are the biggest challenges branch leaders face? How can talent strategies help solve them? + **Be a Change Champion** : Use storytelling to inspire buy-in for new initiatives. For example, share success stories from other companies or pilot programs to show what’s possible. + **Empower Others** : Equip HRBPs and leaders with tools and resources to implement talent routines and development plans effectively. + **Stakeholder Engagement** : Develop a stakeholder engagement plan that includes regular check-ins, feedback loops, and collaborative workshops to align talent strategies with business needs. + **One Team Together** : Live the culture by teaming across departments and business units to achieve the best outcomes for TruGreen’s talent strategy. **6. Develop a High-Performing Team** As the leader of this function, your ability to hire, develop, and inspire your team will be critical. Expectations include: + **Vision and Strategy** : Clearly articulate what success looks like for the team. For example, “Our mission is to create a culture where every employee feels valued, developed, and ready to lead.” + **Empowerment** : Give your team autonomy to own their areas of expertise while providing coaching and support. + **Celebrate Wins** : Recognize and celebrate the team’s impact on the organization. Implement a recognition framework that highlights team achievements in company-wide communications or at leadership events. + **Team Development Metrics** : Track team performance through metrics such as program completion rates, employee satisfaction scores, and leadership pipeline growth. **Competencies** **Strategic Mindset-** Seeing ahead to future possibilities and translating them into breakthrough strategies **Customer Focus** – Building strong customer relationships and delivering customer-centric solutions **Develops Talent-** Developing people to meet both their career goals and the organizations goals **Drives Results** – Consistently achieving results, even under tough circumstances **Financial Acumen** – Interpreting and applying understanding of key financial indicators to make better business decisions **Education and Experience Requirements** **Experience** + 10+ years of experience in talent management, learning and development, or organizational development, with a proven track record of designing and implementing enterprise-wide programs. + 5+ years of leadership experience, including managing high-performing teams and influencing senior leaders. + Demonstrated experience with succession planning, competency modeling, and leadership pipeline development. + Proven success in designing and delivering leadership development programs, including mentorship, coaching, and stretch assignments. + Experience with HR technology platforms, such as Workday or equivalent HCM systems, including LMS configuration and management. + Strong background in employee engagement strategies, including survey design, action planning, and analytics. + Experience managing vendor relationships and third-party partnerships for learning and development initiatives. **Education** + Bachelor’s degree in business, human resources, psychology, organizational development, or a related field is required. + Master’s degree in a relevant field is preferred. + Certifications in leadership development programs (e.g., DiSC, StrengthsFinder, MBTI, EQ) are highly desirable. + Certifications in 360-degree assessments or other leadership tools are a plus. **Knowledge, Skills, and Abilities** **Knowledge** + Deep understanding of talent management frameworks, including succession planning, performance management, and competency modeling. + Expertise in learning and development methodologies, including instructional design, blended learning, and leadership development. + Strong knowledge of organizational culture-building strategies and employee engagement best practices. + Familiarity with HR technology platforms, such as Workday or other HCM systems, including LMS and talent management modules. + Understanding of data analytics and how to use metrics to drive decision-making and demonstrate ROI on talent initiatives. + Knowledge of change management principles and strategies for leading organizational transformation. **Skills** + **Strategic Thinking:** Ability to align talent and learning strategies with business goals and anticipate future organizational needs. + **Leadership Development:** Proven ability to design and deliver impactful leadership programs that build management and leadership capability. + **Communication and Influence:** Exceptional verbal and written communication skills, with the ability to engage and inspire stakeholders at all levels. + **Collaboration:** Strong ability to work cross-functionally with HRBPs, COEs, and senior leaders to align initiatives and drive results. + **Project Management:** Skilled in managing multiple complex initiatives simultaneously, ensuring timely delivery and measurable outcomes. + **Technology Integration:** Ability to leverage technology to enhance learning experiences and streamline talent management processes. + **Facilitation:** Strong facilitation skills for leading workshops, training sessions, and leadership development programs. + **Problem-Solving:** Analytical mindset with the ability to identify challenges, develop solutions, and implement improvements. **Abilities** + Ability to build relationships and establish trust with diverse stakeholders, including senior leaders, HR teams, and employees. + Capacity to adapt to changing priorities and thrive in a fast-paced, dynamic environment. + Strong ability to analyze data and translate insights into actionable strategies. + Ability to lead and inspire a team, fostering a culture of collaboration, innovation, and continuous improvement. + Commitment to living and modeling TruGreen’s values of Safety, Service, Teamwork, Accountability and Respect. **Physical Demands & Working Conditions** The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Regularly required to: + Sit, stand, and walk + Use hands and arms to handle, feel or reach + Speak and hear + Use close vision abilities Occasionally required to: + Lift or move up to 25 lbs + Stoop, kneel, crouch or crawl The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. + Noise level + Low to moderate + Adverse Conditions + Minimal Disclaimer The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed. Ability to speak, read and write fluently in English is required. You MUST BE physically located in the United States while performing this job. _TruGreen is proud to affirm our commitment to hiring veterans. We recognize and appreciate the exceptional skills, dedication, and leadership that veterans bring to the workforce. By fostering an inclusive and diverse environment, we aim to leverage the unique experiences of veterans, creating a richer, more dynamic workplace._ **Pay Ranges** $114,013.00 - $190,020.00 This range is based on the qualifications necessary for the position, including experience, training, and other considerations permitted by law. Factors that may be used when making an offer may include a candidate’s skills, experience, and geographic location, the expected quality and quantity of work, and internal pay alignment, as needed. Most candidates will start in the bottom half of the pay range. The upper end of the range will generally be reserved for candidates with extensive experience. An employee’s pay history will not be a contributing factor where prohibited by local law. In addition to monetary compensation, we offer benefits, including Medical/Dental/Vision insurance and Company-matching 401(k) in addition to other programs and perks. TruGreen is committed to Diversity and Inclusion. We encourage diverse candidates to apply to this position. We are an Equal Opportunity/Affirmative Action Employer - Minorities/Females/Protected Veterans/Individuals with Disabilities. To learn more, please visit EEOC/EEO | TruGreen (trugreenjobs.com (https://www.trugreenjobs.com/eeo-is-the-law) ). California Residents: When you express interest in or apply for a job with TruGreen Limited Partnership, we collect personal information about you, potentially including personal identifiers, contact information, protected classifications, pre-hire information, professional or employment-related information, education history, and/or medical information, for the following business purposes: to comply with state and federal law and regulations requiring employers to maintain certain records; to evaluate your job application and candidacy for employment; and to obtain and verify background checks (including criminal and motor vehicle records), pre-employment drug testing, and references. TruGreen performs pre-employment testing. To view our disclaimer, https://trugreenjobs.com/us/en/disclaimer