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Employee Development Manager

Company Description

We take care of our employees, and they take care of our customers!

Become a member of a global community! The international logistics industry is an integral piece of the global trade puzzle; we make the world go round. Global supply chain management is what we do, and at the heart of Expeditors you will find professionalism, leadership, and a friendly environment, all of which foster an innovative, customer service-based approach to logistics. Expeditors is a global logistics company headquartered in Seattle, Washington. As a Fortune 500 company, we employ over 19,000 trained professionals in a worldwide network of over 350+ locations across six continents. Expeditors satisfies the increasingly sophisticated needs of international trade through customized solutions and seamless, integrated information systems.

Our Mission

We recruit, train, and retain the very best logistics and technical experts the world over. We love to promote from within - more than 50 percent of our employees have been at Expeditors for five years or more. Our high retention rate is influenced by a unique compensation program for positions that are more than just jobs - they're chances to grow, do what you love and build a career with us!

Job Description

Major Duties and Responsibilities

 

  • Manages Selection (Recruiting and Hiring) Program

Works with the district’s management team to build a talent pool made of internal and external candidates with a view to fill future vacant roles. As appropriate to the District, manages job ads, screens resumes, coordinates and assists with interviews and assesses candidates against job requirements. Ensures the district provides an exceptional recruiting experience for job candidates. Proficient in all recruiting and hiring functions in SmartRecruiters, acting as the system’s expert for the district and supporting with background checks. Responsible for managing job fair recruitment and Branch Recruitment Day to source talent. Job fair responsibilities include ensuring correct employees are in attendance and all materials are staged and prepared. Build out of referral program and networking events to continually source talent for the District. Provides updates at Manager Meetings reflecting our brand amongst potential applicants, impressions on LinkedIn and reviews talent pipeline. Sources feedback from Management Staff to understand and adapt to needs of The District

 

  • Manages Employee Onboarding Program

Works with the district’s management team and Employee Relations Coordinator to drive the onboarding process to ensure the best possible onboarding experience for new hires, using both Expeditors and local onboarding resources.  Ensures new employees are placed in their role with the necessary foundational skills, knowledge and resources by coordinating timely completion of the new hire orientation and new hire training (both Expeditors and role-specific).  We want new employees to feel welcome in the branch, so their name should be posted on the monitor by the reception desk on their first day, the new employee should be taken to lunch by members of different teams every day for the first week, a gift should be provided and a NEO packet should be distributed that includes their training plan for the first 30-60 days as well as an seating chart/org chart identifying other employees in the branch and who the report to. Responsible for 60 and 90 day check-in meetings and consistent contact to ensure New Employees are engaged and enjoying their experience, as well as gathering feedback for improvement opportunities and creating new training.

 

  • Drives Robust Training and Development Program

Drives a robust training program that meets district and employee development goals, ensuring employee skills and knowledge gaps are addressed timely.  Assists the district’s management team with creating and managing training plans, focusing on ongoing development of their employees.  Promotes development of managers by helping them move through leadership development programs.  Coordinates and/or performs professional training functions for the district including assessing training needs, developing training materials, conducting training classes, and evaluating training success.  Manages district compliance with training requirements to include: annually required training, new hire training, 52 hours training, OPA-required training, and dangerous goods expiration dates. Proficient in all learning functions of the PDC, acting as the system’s expert for the district. Responsible for conducting regular PDP meetings with all employees and helping to build Career Growth plans for each individual, as well as share feedback with the Management Staff to ensure all are consistent.

 

  • Manages Employee Performance Cycle

Manages the performance management cycle for the district by enabling a culture of frequent employee feedback and development.  Acts as a consultant to management teams by providing guidance on preparing and conducting employee performance evaluation and 1:1 meetings, and as requested, supports managers in having development conversations with their employees.  Assists managers with setting and managing relevant performance improvement goals in the PDC to ensure a framework for performance improvement. Follows-up with the management team on the status of employee performance reviews (required minimum one annually per employee) and 1:1s (minimum one per quarter) to ensure managers drive a constant connection with employees, their goals and their performance.  Proficient in all performance management functions of the PDC, acting as the system’s expert for the district.

 

  • Promotes Employee Growth

Promotes employee growth in the district, including assisting managers and employees with setting and managing relevant professional development goals in the PDC, ensuring a consistent focus on employee personal and career growth.  Provides management teams with skills and knowledge to effectively train, coach and mentor their teams. Where appropriate, works with the DM and managers to identify the manager’s #2, preparing both the manager and their #2 for the next step in their career path.  Responsible for the Mentorship Program, The Up&Comers Program, and drives career growth as a voice for the employee and an advocate for positions that are best suited to employee strengths.                                                                                                               

 

  • Employee Relations:

Support with employee relations issues with CHQ personnel with a goal of increasing employee retention. Conduct all exit interviews to understand reasoning and build into a Tactical Business Plan on how the District can continually improve. Act as the Employee to Customer engagement activist and ensure that all of our employees are meeting with customers in alignment with our tactical goals

 

  • Branch Events:

Maintain a calendar of events and coordinate activities to increase employee engagement and comradery.  Inquire about best practices with other Expeditors’ offices and research what other companies do to support their teams. Managers the Community Outreach Program as well as the Employee Experience Program in order to Elevate the Employee Experience. Attends America’s calls and shares/learns best practices to develop the best possible experience for all employees.  This includes driving all employee engagement and working with the EEE CHQ Team, as well as the Boston Employee Experience Committee.

 

District Personnel Development Manager Job-Specific Tasks and  Duties

This section lists job-specific tasks and duties, such as the ones listed below, that are completed on a regular basis.  

  • Manage job ads
  • Screen resumes and conduct interviews
  • Create onboarding plans
  • Build monthly training calendar
  • Consult on training plans
  • Monitor training completions
  • Monitor evaluation and 1:1 completion timeliness, quality, consistency and compliance
  • Coach employees and managers
  • Manage Cristo Rey Student Program
  • Manage Intern Program
  • Conduct exit interviews for all departing employees
  • Manage budget for all employee events
  • Control District content surrounding employee experience (District Screens, District Meetings, etc.)
  • Etc.

 

Training Requirements

This section lists the minimum training required to support this role:

  • Professional Development Center training with Regional Trainer
  • Azure DevOps training with Regional Trainer and/or District Manager
  • Employee Relations Coordinator Certification
  • Expeditors Leadership Platform Workshop (ELPW)
  • Interview Course (Regional Class)
  • Assessing Employee Performance (Regional Class)
  • Facilitations Course (Regional Class)
  • Presentations Course (Regional Class)
  • Contributes and joins outside learning classes and seminars to keep pace with Industry changes and discover new and creative ways to continue to drive employee growth

 

Qualifications

  • Bachelor’s degree
  • Experience with recruiting and/or employee issues
  • Excellent interpersonal skills
  • Good computer skills (e.g., MS Excel, MS Word, MS PowerPoint)
  • Fluent in English

Additional Information

Expeditors offers excellent benefits:

  • Paid Vacation, Holiday, Sick Time
  • Health Plan: Medical
  • Life Insurance
  • Employee Stock Purchase Plan
  • Training and Personnel Development Program
  • Growth opportunities within the company
  • Employee Referral Program Bonus

Average salary estimate

$70000 / YEARLY (est.)
min
max
$60000K
$80000K

If an employer mentions a salary or salary range on their job, we display it as an "Employer Estimate". If a job has no salary data, Rise displays an estimate if available.

What You Should Know About Employee Development Manager, Expeditors

If you're looking for an exciting opportunity to grow a rewarding career, then join Expeditors as an Employee Development Manager in Peabody, MA! At Expeditors, we're not just a logistics company; we’re a global community committed to taking care of our employees who, in turn, take care of our customers! In this pivotal role, you'll be the backbone of our people-focused strategy, helping to enhance recruiting, onboarding, training, and employee development initiatives. Your responsibilities will include managing our selection program where you’ll work with management teams to build a talent pool, ensuring we provide a top-notch recruiting experience. You'll also spearhead employee onboarding, making sure newcomers feel welcome and equipped for success from day one. Driving robust training and development programs will be a major part of your focus, as you'll address skills gaps and promote continuous learning. You’ll have the chance to cultivate a culture of regular performance feedback, engage in employee relations, and coordinate events to boost camaraderie across the district. At Expeditors, we love to grow from within, so your influence here will foster a nurturing environment for career advancement. Bring your excellent interpersonal skills and enthusiasm for talent development, and help us build an even stronger team where everyone can thrive!

Frequently Asked Questions (FAQs) for Employee Development Manager Role at Expeditors
What are the main responsibilities of the Employee Development Manager at Expeditors?

As an Employee Development Manager at Expeditors, your main responsibilities include managing the recruiting and hiring process, overseeing employee onboarding, driving training and development initiatives, managing performance evaluations, and promoting employee growth and relations within the district.

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What qualifications are needed to become an Employee Development Manager at Expeditors?

To qualify for the Employee Development Manager position at Expeditors, candidates need a bachelor's degree along with experience in recruiting or managing employee-related issues. Excellent interpersonal skills and proficiency in common software applications are also important.

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How does Expeditors promote employee growth as an Employee Development Manager?

At Expeditors, the Employee Development Manager plays a crucial role in promoting growth by creating individualized career development plans, facilitating regular training sessions, and driving mentorship programs designed to prepare employees for advancement within the company.

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What training programs would the Employee Development Manager be responsible for at Expeditors?

The Employee Development Manager at Expeditors is responsible for designing and implementing training programs that address specific employee needs, ensuring compliance with annual training requirements, and facilitating ongoing professional development opportunities tailored to team needs.

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What kind of environment can employees expect at Expeditors under the guidance of the Employee Development Manager?

Employees at Expeditors can expect a supportive and engaging environment where the Employee Development Manager fosters a culture of continuous learning, regular feedback, and open communication, ultimately aiming to enhance job satisfaction and retention rates.

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Common Interview Questions for Employee Development Manager
Can you describe your experience with recruiting and hiring strategies as an Employee Development Manager?

When answering this question, provide specific examples of recruiting strategies you've implemented successfully, including how you engaged with potential candidates and how you tailored the hiring process to attract talent suitable for the company's culture.

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How do you approach onboarding new employees to ensure a positive experience?

Focus on outlining the key steps you take during onboarding. Explain how you design welcome experiences, coordinate training schedules, and ensure new hires are integrated into the team, highlighting your belief in making their first days memorable.

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What innovative training methods have you employed in your previous roles?

Discuss any unique or creative training approaches you've introduced in the past, such as interactive workshops, online learning modules, or peer-to-peer training, and emphasize how you assess their effectiveness.

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Describe how you manage performance evaluations and feedback within a team.

Focus on the methods you use to provide constructive feedback, the frequency of performance reviews, and how you help both management and employees set achievable performance goals.

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How do you assess training and development needs across an organization?

Explain how you gather data through employee surveys, performance reviews, and direct feedback from management to identify skills gaps and tailor training programs accordingly.

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What steps do you take to promote a culture of employee engagement and growth?

Discuss strategies you have used to foster an engaged workforce, such as regular check-ins, employee recognition initiatives, and ensuring opportunities for career advancement are communicated clearly.

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How do you handle conflicts or difficult conversations with employees?

Address how you approach difficult conversations by emphasizing the importance of active listening, empathy, and finding solutions that align with both company goals and employee well-being.

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Can you give an example of a successful mentorship program you developed or managed?

Detail the structure of the mentorship program you implemented, how you matched mentors with mentees, and what measurable impact it had on employee development within the organization.

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How would you leverage data to improve employee development initiatives?

Share your experience with using data analytics tools to track training effectiveness, employee performance, and engagement metrics to refine programs and address emerging skill needs.

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What is your vision for the role of Employee Development Manager at Expeditors?

Articulate your vision for fostering a nurturing environment at Expeditors that supports employee growth, encourages a collaborative workplace, and maintains high levels of satisfaction and retention.

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To set the standard for excellence in global logistics through total commitment to quality in people and customer service, with superior financial results.

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Full-time, on-site
DATE POSTED
January 26, 2025

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