Talent Management System Administrator

As a Talent Management System Administrator at Trustmark, your primary responsibilities include overseeing the day-to-day operations of the Talent Management System, which covers Learning, Development, Performance, and Succession. You'll manage system functionality, generate and analyze reports, build evaluations, and coordinate user training. Additionally, resolving support tickets and managing compliance education processes will be key parts of your role, ensuring that all operations run smoothly and efficiently.

To qualify for the Talent Management System Administrator position at Trustmark, candidates should have a Bachelor’s degree in Human Resources, Workforce Development, Industrial/Organizational Psychology, or a related field. Furthermore, at least two years of experience in systems administration or relevant experience at Trustmark is preferred. Proficiency in O365, particularly Excel and report writing, as well as excellent communication skills, are also crucial for success in this role.

Essential skills for the Talent Management System Administrator role at Trustmark include attention to detail, strong organizational abilities, and proficiency in software application administration. Additionally, problem-solving, planning, and customer service skills are vital, as well as the capacity to manage multiple priorities with minimal supervision. A thorough understanding of SDLC and knowledge of Talent Management Systems will also enhance your effectiveness in this position.

The work environment for a Talent Management System Administrator at Trustmark is collaborative and dynamic. You will be working with a diverse team while managing important processes and training other staff members. The ideal candidate will thrive in a setting that requires proactive engagement and flexibility, adapting to the evolving needs of the organization while maintaining high professionalism across all levels of associates.

The Talent Management System Administrator plays a crucial role in managing the Compliance Education Process at Trustmark. This includes creating audiences for compliance training, assigning appropriate courses, and providing detailed reports to the Compliance group and management. By ensuring that all training requirements are met, you contribute to the overall compliance of the organization and support Trustmark's commitment to employee development.

Prioritizing tasks effectively is critical in the role of a Talent Management System Administrator. A successful approach is to assess the urgency and impact of each task, making use of project management tools if necessary. I often categorize tasks into 'high priority' and 'low priority' based on deadlines and stakeholder needs, ensuring that I address system issues that have immediate effects on users first while scheduling less urgent work as time allows.

In preparation for answering this question, candidates should highlight any previous experience using Talent Management Systems, detailing specific functionalities they are familiar with. For instance, discussing your role in implementing or managing systems like SumTotal, and your experience with associated tasks such as course management or reporting, can demonstrate your practical knowledge and provide a strong foundation for your candidacy.

When troubleshooting system issues, I follow a systematic approach. I start by clearly identifying the problem and gathering relevant information from users. Next, I replicate the issue, review error logs, and consult documentation or support from vendors if needed. Throughout the process, keeping communication open with users is essential to manage expectations and provide updates as I work toward a resolution.

To ensure compliance education is effectively delivered, I focus on three key areas: understanding the training content, engaging with the target audience, and providing clear reporting metrics. By coordinating with subject matter experts, I ensure the content is relevant and engaging. Additionally, I employ various learning methods and tools to suit different learning styles, making education accessible for all employees. Lastly, I analyze feedback and training completion rates to continuously improve the program.

In the Talent Management System, I leverage reporting capabilities to track key performance indicators, including training completion rates and employee progress. Depending on the audience, I customize reports using both standard and ad-hoc queries. Through this data, I can identify trends and inform management decisions, ultimately enhancing our talent management strategies.

When managing significant changes, I adopt a collaborative approach by involving stakeholders early in the process. For example, I once led a transition to a new Learning Management System. I organized stakeholder meetings to gather input on needs and concerns, provided training sessions to facilitate a smooth transition, and ensured that ongoing support was available. Clear communication throughout this process helped mitigate resistance and achieved successful adoption.

Data plays a pivotal role in talent management as it provides actionable insights that drive decision-making. By analyzing data, organizations can identify skill gaps, develop targeted training programs, and measure the effectiveness of their initiatives. I believe that leveraging data helps shape a proactive approach to developing talent and improving overall workforce performance.

Staying current with industry trends is essential for a Talent Management System Administrator. I regularly read industry publications, attend webinars, and participate in professional networks related to HR technology and talent management. Engaging with peers in the industry allows me to exchange ideas and keeps me informed about emerging technologies and best practices that can be applied in our systems.

One of the most challenging aspects of being a Talent Management System Administrator is managing user expectations while implementing system changes or upgrades. It requires careful communication and presenting the rationale behind changes to ensure users understand the benefits. Additionally, ensuring adequate training for users and support during transitions can be complex, but it is necessary for systemic success.

Handling user training and support effectively is vital to maximizing the use of the Talent Management System. I prioritize developing training materials that are user-friendly and accessible. I also conduct hands-on workshops and create instructional videos to cater to different learning preferences. When it comes to ongoing support, I maintain open lines of communication through a dedicated help desk and regular check-ins to address any concerns that users may have.