• Human Resources
  • Philadelphia, PA, USA
  • Full Time

ECFMG offers competitive compensation and excellent benefits including generous coverage for health, dental and vision insurance, 15% employer contribution to retirement, 100% tuition reimbursement, and many other great benefits. ECFMG is an equal opportunity employer.

ECFMG is seeking a Talent Acquisition and Development Manager in the Philadelphia, PA office. The Talent Acquisition and Development Manager manages the strategic staffing and talent acquisition process; leadership development, training and engagement programs; and change management.  Partnering with managers and executives for staffing plans to ensure the right size departments, best practices, clearly defined roles; appropriate staff sizes and marketing/networking the organization as a top employer and managing the recruitment/hiring process.  It also includes acquiring and retaining the best qualified and most successful talent for current and future positions. The Talent Acquisition and Development Manager manages leadership development programs by identifying needs, creating and executing developmental training & coaching plans for managers and high-potential employees, to support succession planning goals.  Manages training programs for employees and management and ensures opportunities are designed and delivered to match the needs of the enterprise, while supporting an environment of growth and opportunity for employees.  The Talent Acquisition and Development Manager also manages the engagement and recognition programs, including employee intranet and Change Management Office (CMO) in partnership with the Project Management Office (PMO).  This position is a key leader and partner in the management of the HR function, under the direction of the VP. This position is based in Philadelphia but a relocation package is available from anywhere within the US.  The Talent Acquisition and Development Manager is responsible for the supervision of  the Employment Branding Specialist, dotted-line supervision of the Sr. HR Business Partner and two HR Business Partners, and assists with supervision of other HR staff in the absences of other HR management.



  1. Establishes credibility with management and employees throughout the enterprise in order to be an effective leader, resource and problem solver;
  2. Participates as leader in strategic planning for enterprise-wide HR initiatives and budgeting;
  3. Partners with other HR management to effectively manage and execute all HR functions for the enterprise as a team without visible lines or barriers to employees/management/executives in the enterprise;
  4. Manages and supervises direct reports, including hiring, training, developing, coaching, delegating to, following up, and correcting/terminating (if needed), and partners with such for dotted-line and other HR staff members;

Staffing and Talent Acquisition

Works with, supervises and approves the activities of the HR Business Partners in this discipline; directly handles high profile or high-risk situations and the management of the discipline, including but not limited to:

  1. Partnering with managers to review and determine appropriate staffing needs;
  2. Assisting managers with updating and development of job descriptions;
  3. Maintains database of approved job descriptions;
  4. Ensuring all employees' have a current, signed job description;
  5. Developing, implementing and measuring the talent acquisition and marking strategy for the enterprise;
  6. Ensuring the recruitment policy administration is adhered to in a fair and consistent manner;
  7. Coaching managers and the promotion or transfer of potential internal candidates;
  8. Posting and advertising all open positions;
  9. Ensuring appropriate social media marketing of key positions and total reward strategy;
  10. Determining appropriate recruitment and marketing sources for the enterprise;
  11. Reviewing resumes, phone screening, and interviews candidates;
  12. Eliminating unqualified candidates;
  13. Ensuring employment and educational references are complete and reviewing red flags with hiring manager;
  14. Ensuring background checks for all final candidates are complete and reviewing red flags with hiring manager;
  15. Determining and administering appropriate testing and other screening methods to be used in recruitment process, reviews results with hiring manager;
  16. Presenting qualified candidates to hiring manager;
  17. Ensuring acknowledgements, offer letters, TNT letters and other recruitment-related correspondence are accurate and sent;
  18. Managing Temporary Agency contracts;
  19. Managing IT Agency contracts and appropriate placement of IT contractors;
  20. Coordinating relocations, as required:
  21. Coordinating any work permits or visa requirements;

Leadership Development & Training

Works with, supervises and approves the activities of the HR Business Partners in this discipline; directly handles high profile or high-risk situations and the management of the discipline, including but not limited to:

  1. Partnering with management and executives to identify needs for training and leadership development within various departments;
  2. Partnering with Executive Leadership Team (ELT), Senior Leadership Team (SLT) and HR management to identify managers who have development needs in current position or for succession planning, in the areas such as supervisory skills, interpersonal skills, and/or communication skills and proposes a developmental plan to include coaching in identified areas, training, measurements and follow-up.
  3. Provides the actual individual coaching/training/mentoring as agreed upon with VP of HR.
  4. Managing the design, delivery and administration of various HR training programs;
  5. Assists with the training of newly hired/promoted management;
  6. Trains employees and management on various topics through the Learning Academy;
  7. Partners in the development and delivery of training sessions on safety/security, diversity, sexual and other harassment prevention, employee relations, policies, corrective actions, performance evaluations, employment laws, and other basic and regulatory trainings for employees and managers;
  8. Managing and co-facilitating Leadership Challenge workshops;
  9. Managing and facilitation of all Leadership Journey workshops and coaching participants on supervisory skills;
  10. Coordinating the nomination process, enrollment and annual internal luncheon for alumni, related to Civic Leadership Core program;
  11. Acts as the HR managerial liaison for LIEB Works, non-management development program;
  12. Providing input on managerial promotions and recommends additional support, training and/or developmental needs for the incumbent;
  13. Managing, marketing and continued development of the enterprise-wide training program (Learning Academy);
  14. Identifying, developing and delivering training programs or workshops to ensure effective and consistent managerial skills across the organization in support of the values and the strategic plans; including such skills as delegation, holding staff accountable, productivity, communication, giving feedback, motivation & recognition, meeting planning, time management, people development and other skill sets needed for success in key leadership and management roles within each area.
  15. Planning and organizing the Learning Academy with dates, times, meeting rooms, trainers, content, attendees, communication, etc., ensuring the proper development and delivery of all marketing and communications materials;
  16. Ensuring tracking of all training session attendees in HR systems and providing certificates, as appropriate;

Engagement Programs/Change Management Office (CMO)

Works with, supervises and approves the activities of the HR Business Partners in this discipline; directly handles high profile or high-risk situations and the management of the discipline, including but not limited to:

  1. Partnering with other HR management in the development and communication of Total Rewards HR approach to engagement and recognition.
  2. Managing and coordinating employee recognition program;
  3. Manages engagement survey process and Best Places to Work entries;
  4. Works with managers and executives to improve engagement (partnering with ER/Compliance to address management deficiencies);
  5. Acts as the managerial oversite for the Mentoring Program;
  6. Develops and maintains company Intranet website (with assistance from IT) to include enterprise communications, links, employee information, policies, benefits, events, etc.
  7. Promotes the Intranet and solicits a regular fluctuation of content and new/additional content authors;
  8. Participates as the lead on the monthly working group committee for the Intranet (Intranet Champions);
  9. Partners with IT and other HR management for Active Directory maintenance and other technical aspects of Intranet;
  10. Monitors, reviews, approves and/or deletes internet content, as appropriate;
  11. Initiates, manages and coordinates other engagement programs in partnership with other HR staff;
  12. Manages and oversees all employee coordinated events and parties, including signing contracts, to ensure appropriateness within policy and regulations, in partnership with the Events Coordinator in the President's office and CSEC FOCs, e.g.: including holiday parties;
  13. Organizes quarterly all-staff meeting in cooperation with the President's office;
  14. Partners with Communications on Executive Webinar and other internal communications;
  15. Advocates for, drives and supports the continuous growth, engagement, and communication of the CMO with senior leadership, management and employees with/for the CMO project team;
  16. Facilitates and ensures the assignment of Change Agents to various enterprise projects, in partnership with the PMO and CMO project team;
  17. Ensures the enterprise has sufficient number of Change Agents trained across the enterprise;


  1. Partners with other HR management, working in HR disciplines that overlap and/or to cover in the absence of peers, to ensure overall collaboration and success for the enterprise from an HR perspective;
  2. Supervises HR Staff in the absence of other HR management;
  3. Administers and signs of payroll in partnership with other HR management;
  4. Performs other duties as required by VP of HR/CPO;


  • Excellent leadership skills and initiative;
  • Excellent managerial, judgment and interpersonal skills;
  • Excellent supervisory and interpersonal skills;
  • Excellent mentoring and coaching skills;
  • Excellent training and presentation skills with small or large groups;
  • Ability to make informed decisions based on data and statistics;
  • Ability to build relationships and influence decisions across various leadership levels;
  • Willingness and ability to challenge the status quo;
  • Demonstrating financial management, reconciliation and budgeting skills;
  • Outstanding customer service and collaboration skills;
  • Strong attention to detail;
  • High level of ability to maintain professionalism and confidentiality required;
  • Multi-tasking, analytical and problem-solving skills required;
  • Strong organizational, planning, and prioritizing skills required;
  • Team player, willing to assist with and support all HR areas;
  • Strong desire to ensure fairness/equity and show appreciation/recognition for others;
  • Effective written and verbal communication skills (with an emphasis on active listening);
  • Strong ability to learn, understand and navigate various technologies as a back-end administrator
  • Proficient computer skills with Microsoft Outlook, Word, Excel & Power Point;
  • Strong administrative skills


  • Minimum of five years of human resources management experience including staffing, talent acquisition, training, leadership development, engagement and change management.
  • Strong knowledge of best practices in recruitment, training and coaching. Core knowledge of other Human Resources disciplines.


  • Bachelor's degree or equivalent combination of education and experience is required
  • Professional certification in coaching and mentoring preferred
  • PHR or SHRM certification preferred.

Please note that this position is based in Philadelphia, but a relocation package would be available from within the United States. 

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