Edtech.com's Summary

Brookdale Community College is hiring a Manager, Employee Success. This role leads professional development, performance management, and employee lifecycle initiatives, including designing learning experiences, overseeing compliance training, managing onboarding and offboarding, and serving as Deputy Title IX Coordinator to improve workforce engagement and retention.

Highlights

Lead and design employee training programs aligned with institutional goals and compliance.
Manage performance evaluation processes and provide coaching on employee performance issues.
Develop and administer onboarding, offboarding, and orientation programs integrating training and engagement initiatives.
Oversee tuition reimbursement and waiver programs ensuring policy compliance and accurate processing.
Serve as Deputy Title IX Coordinator, managing incident reports, training, and compliance documentation.
Collaborate with HR leadership on strategic planning, organizational development, and change management efforts.
Require proficiency in learning management systems (LMS), HRIS, and data reporting tools.
Minimum of a Bachelor's degree in HR, Organizational Development, Education, or related field; Master's preferred.
3-5 years of relevant experience in professional or talent development, with higher education or public sector experience preferred.
Strong facilitation, communication, project management skills, and certification in talent or organizational development preferred.
Compensation: $75,635 annually.

Manager, Employee Success Full Description

Overview:

The Manager, Employee Success enhances organizational effectiveness and service quality by leading comprehensive professional development, performance management, and employee-lifecycle initiatives. The role designs and delivers targeted learning experiences, oversees annual compliance training, and strengthens onboarding and offboarding processes in close collaboration with campus partners. In addition, the position administers tuition-related programs and uses data-driven insights to improve workforce capability, engagement, and retention. The Manager also serves as the Deputy Title IX Coordinator.

Responsibilities:

Employee Development

Strengthen workforce capabilities by aligning training programs with institutional goals, strategic priorities, values, and compliance.
Oversee training programs by identifying learning needs, designing and implementing courses, managing logistics and budgets, and evaluating effectiveness to ensure continuous improvement.
Assess faculty and staff development needs and design targeted learning programs.
Coordinate and deliver workshops, seminars, and e-learning opportunities.
Partner with academic and administrative departments to support role-specific training.
Collaborate with Academic Affairs to support faculty development initiatives as appropriate
Manage professional development activity requests and the approval process.
Oversee professional development budgets.
Evaluate program effectiveness and recommend improvements.
Maintain and update a comprehensive skills inventory to inform and support workforce planning efforts and talent development strategies.

Performance Management

Manage the employee performance evaluation processes, including but not limited to annual evaluations and probationary evaluations.
Response to employee performance issues, including coaching managers on corrective actions.
Guide departments in setting performance goals and development plans.
Analyze performance data to identify trends and opportunities for improvement.
Work with area supervisors to identify and recommend training/development programs for employees in need of specialized professional development/training.
Plan, design, and provide training to supervisors under direction set by the HR Director.

Onboarding, Offboarding & Orientation

Develop and manage a complete cycle of onboarding, offboarding and orientation programs.
Coordinate and deliver orientation sessions covering the College values, policies, and benefits.
Integrate training and development by assigning learning paths and tracking mandatory training completion.
Contribute to engagement and employee experience initiatives by conducting structured follow-ups (30-60-90-day check-ins), gathering feedback to enhance workplace culture, and facilitating mentorship pairings to support career development and retention.
Coordinate the offboarding process in conjunction with the Benefits & Records Manager, including collecting College-issued equipment, deactivating system access, and ensuring final documentation is completed.
Conduct exit interviews to gather feedback, identify trends, and provide recommendations for improving employee retention and workplace culture.
Monitor and report onboarding metrics such as time-to-productivity, retention rates, and improvement recommendations.

HR Programs & Departmental Collaboration

Collaborate with the Director and others in HR to drive department operations and execute strategic planning initiatives. Coordinate with the HR Director to ensure adequate office coverage, especially during absences or peak periods.
Manage the tuition reimbursement program, ensuring application accuracy, eligibility verification, required approvals, tuition confirmation, annual limit tracking, and timely processing of reimbursements with Accounts Payable.
Oversee the tuition waiver program, ensuring accurate eligibility verification, adherence to College policies and contractual requirements, timely processing of requests, and proper documentation of approvals.
Oversee annual compliance training, ensuring accurate assignment of required courses, tracking completion rates, coordinating reminders, and maintaining records to meet institutional, state, and federal compliance standards.
Serve as Deputy Title IX Coordinator, supporting compliance with Title IX regulations by managing incident reports and complaints, coordinating training and prevention programs, maintaining required documentation, and collaborating with campus stakeholders to ensure a safe and equitable environment.
Assist the AVP with organizational development efforts, strategic planning, and organizational assessments, change management efforts related to institutional projects and transitions.
Provide data-driven insights into HR leadership through evaluation of development initiatives and workforce trends.

Qualifications:
Minimum Education & Experience Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, or related field (Master’s preferred).
Minimum of 3-5 years of experience in professional development, talent development, or related HR functions.
Certification in talent development or organizational development (e.g., ATD, SHRM-SCP, ODCP) preferred.
Experience in higher education or public sector environments preferred.
Strong facilitation, communication, and project management skills.
Proficiency in learning management systems (LMS), HRIS, and data reporting tools.

Knowledge/Skills/Abilities Requirement

Strong knowledge of professional development, organizational development, and HR best practices.
Excellent facilitation, communication, and project management skills.
Ability to design and deliver training programs, analyze data, and manage budgets effectively.
Proficiency with learning technologies and ability to adapt to evolving organizational needs.

Preferred Qualifications & Special Considerations:

Knowledge of Monmouth County and its communities.

Summary of Benefits: Administrative

Special Instruction to Applicants:

A review of applications will be ongoing until the position is filled. Submission of application materials by Wednesday, May 6, 2026, is preferred to ensure full consideration. Application Documents: Cover Letter, Resume Pay Rate: $75,635

Original Job Description

Overview:

Employee Development

Strengthen workforce capabilities by aligning training programs with institutional goals, strategic priorities, values, and compliance.
Oversee training programs by identifying learning needs, designing and implementing courses, managing logistics and budgets, and evaluating effectiveness to ensure continuous improvement.
Assess faculty and staff development needs and design targeted learning programs.
Coordinate and deliver workshops, seminars, and e-learning opportunities.
Partner with academic and administrative departments to support role-specific training.
Collaborate with Academic Affairs to support faculty development initiatives as appropriate
Manage professional development activity requests and the approval process.
Oversee professional development budgets.
Evaluate program effectiveness and recommend improvements.
Maintain and update a comprehensive skills inventory to inform and support workforce planning efforts and talent development strategies.

Performance Management

Manage the employee performance evaluation processes, including but not limited to annual evaluations and probationary evaluations.
Response to employee performance issues, including coaching managers on corrective actions.
Guide departments in setting performance goals and development plans.
Analyze performance data to identify trends and opportunities for improvement.
Work with area supervisors to identify and recommend training/development programs for employees in need of specialized professional development/training.
Plan, design, and provide training to supervisors under direction set by the HR Director.

Onboarding, Offboarding & Orientation

Develop and manage a complete cycle of onboarding, offboarding and orientation programs.
Coordinate and deliver orientation sessions covering the College values, policies, and benefits.
Integrate training and development by assigning learning paths and tracking mandatory training completion.
Contribute to engagement and employee experience initiatives by conducting structured follow-ups (30-60-90-day check-ins), gathering feedback to enhance workplace culture, and facilitating mentorship pairings to support career development and retention.
Coordinate the offboarding process in conjunction with the Benefits & Records Manager, including collecting College-issued equipment, deactivating system access, and ensuring final documentation is completed.
Conduct exit interviews to gather feedback, identify trends, and provide recommendations for improving employee retention and workplace culture.
Monitor and report onboarding metrics such as time-to-productivity, retention rates, and improvement recommendations.

HR Programs & Departmental Collaboration

Collaborate with the Director and others in HR to drive department operations and execute strategic planning initiatives. Coordinate with the HR Director to ensure adequate office coverage, especially during absences or peak periods.
Manage the tuition reimbursement program, ensuring application accuracy, eligibility verification, required approvals, tuition confirmation, annual limit tracking, and timely processing of reimbursements with Accounts Payable.
Oversee the tuition waiver program, ensuring accurate eligibility verification, adherence to College policies and contractual requirements, timely processing of requests, and proper documentation of approvals.
Oversee annual compliance training, ensuring accurate assignment of required courses, tracking completion rates, coordinating reminders, and maintaining records to meet institutional, state, and federal compliance standards.
Serve as Deputy Title IX Coordinator, supporting compliance with Title IX regulations by managing incident reports and complaints, coordinating training and prevention programs, maintaining required documentation, and collaborating with campus stakeholders to ensure a safe and equitable environment.
Assist the AVP with organizational development efforts, strategic planning, and organizational assessments, change management efforts related to institutional projects and transitions.
Provide data-driven insights into HR leadership through evaluation of development initiatives and workforce trends.

Qualifications:
Minimum Education & Experience Requirements

Bachelor’s degree in Human Resources, Organizational Development, Education, or related field (Master’s preferred).
Minimum of 3-5 years of experience in professional development, talent development, or related HR functions.
Certification in talent development or organizational development (e.g., ATD, SHRM-SCP, ODCP) preferred.
Experience in higher education or public sector environments preferred.
Strong facilitation, communication, and project management skills.
Proficiency in learning management systems (LMS), HRIS, and data reporting tools.

Knowledge/Skills/Abilities Requirement

Strong knowledge of professional development, organizational development, and HR best practices.
Excellent facilitation, communication, and project management skills.
Ability to design and deliver training programs, analyze data, and manage budgets effectively.
Proficiency with learning technologies and ability to adapt to evolving organizational needs.

Preferred Qualifications & Special Considerations:

Knowledge of Monmouth County and its communities.

Summary of Benefits: Administrative

Special Instruction to Applicants:

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