Onboarding Facilitator

WHO ARE WE? Established in 1975, Shimadzu Scientific Instruments is one of the largest suppliers of analytical instrumentation, physical testing, and environmental monitoring systems in the world.
Ground-breaking scientific research, manufacturing ideas and results continue to propel Shimazu’s outstanding reputation and “Excellence in Science.
” People dedicated to our mission have the largest impact on Shimadzu’s continued growth and success.
Would YOU like to join a diverse team of professionals working together with researchers, scientists and manufacturers to help better lives worldwide? WHAT CAN SHIMADZU OFFER YOU? Our Culture: A Certified Great Place to Work firmly committed to diversity, inclusion, and belonging.
Competitive Compensation: Day 1 Benefits and competitive salary.
Retirement Benefits: Matching 401K and a Profit-Sharing Program.
Health Benefits: Flexible Spending/Health Savings Accounts.
Performance Bonuses: Variable Pay Plan for commission and incentive roles.
Work-Life Balance: Generous Paid Time Off and Hybrid work options for qualifying roles.
Education: Tuition Assistance Program for both graduate and undergraduate levels.
Insurance Perks: Pet Insurance, optional Identity theft, legal pre-paid, critical care benefits, and robust company-paid life and disability programs, inclusive of paternity and maternity leave.
Well-being: Comprehensive Corporate Wellness Program.
Work Flexibility: Business casual Dress Attire & casual (jeans) Friday! Professional Growth: Clear pathways for Career, Leadership, and Personal Development.
Employee Engagement: Active Inclusion, Diversity, and Culture Employee Resource Groups (ERGs).
ADDITIONAL COMPENSATION: For Employees who reside in Connecticut, Massachusetts, New Jersey, and California, additional compensation is offered through a Cost-of-Living Adjustment (COLA).
POSITION SUMMARY: The individual in this position is responsible for assisting the Talent Development Manager in carrying out the programs residing within the Talent Development Department.
This role will work with the company to increase productivity and efficiency by cultivating the natural talents of each employee.
As a talent development specialist, you will assess job strengths and weakness of employees, then assist with developing training programs that improve their strengths to become better employees.
Must be well organized, possess outstanding administrative and time management skills, and be able to relate well to employees.
This role will be responsible for other related duties that may be assigned from time to time.
This position is to act as the main point of contact for the company’s developmental programs, to include conducting classes and providing updates on course content.
Additionally, this role will assist the Talent Development Manager by assisting him/her in executing, coordinating, and creating effective employee developmental learning programs, which will enrich the employee population to succeed at daily tasks, while moving the overall workforce in a direction of career development and growth.
Additionally, the incumbent may be called upon to act in a substitute capacity during any absence of any coworker within the Talent Development Department.
This document attempts to communicate the traditional, physical, and environmental demands associated with this position.
The company will consider reasonable accommodation including changing the way the job is traditionally performed whenever necessary to provide individuals with disabilities an equal employment opportunity.
JOB FUNCTIONS INCLUDE, BUT ARE NOT LIMITED TO: Development of instructional material for in-person facilitation, as well as online delivery, using industry standard authoring tools such as Articulate or other e-Learning authoring tools.
Working directly with various subject matter experts throughout the organization to develop learning experiences for internal use.
Front line administration for “Immersion” the company’s two-week onboarding program, ensuring that the program maintains the same high level of professionalism and media rich content as when originally implemented.
This includes leading instruction on subject-matter expert sections as needed.
(Daily) Assist in continuously improving the curriculum and content for the onboarding program.
(Daily) Provide a positive and professional customer service experience for new hires attending the onboarding program.
This is done through addressing employee requests in a timely fashion.
(Daily) Ensure the classroom, instructors, and materials are prepared for each immersion training day/session.
(Daily) Partner with subject-matter experts to update content.
This includes PowerPoint, presentations, workbooks, eLearning, and other resources, and ensures the onboarding program information stays current.
(Monthly) Front line administration for the company’s management training program “XLR8”, ensuring that the program maintains the same high level of professionalism and media rich content as when originally implemented.
This includes leading instruction on subject-matter expert sections as needed.
(Daily) Assist in continuously improving the curriculum and content for the management training program.
(Daily) Provide a positive and professional customer service experience for management attending the XLR8 program.
This is done through addressing manager requests in a timely fashion.
(Daily) Provide support for hospitality and catering as needed – for developmental training classes.
(weekly) Front line administration for the company’s individual employee development plans – “Ascend program”.
Includes continuous improvement of content and processes used.
(yearly) Use employee developmental plans (Ascend) to assess and remediate company skill gap issues.
(weekly) Provide Talent Development Manager with assistance on crafting compelling talent development programs and activities that provide growth for employees, while working towards increasing employee engagement and retention.
(daily) Assist Talent Development Manager with determining specific action plans around the creation and delivery of the departments programs to include first line response to questions and inquiries by employees and management.
(daily) Provide Talent Development Manager with assistance on creation of succession plans to include creation of candidate pools, ensuring those employees in the pool have obtained the right skills, knowledge, and experiences to make them successful.
(monthly) Administer, monitor and update Excellence Badge program to include expansion to new roles in the coming years, as directed.
(weekly) SCOPE: This position’s focus is on the front-line administration of the company’s various talent development programs and activities, ensuring they are carried out successfully with the upmost level of professionalism and quality.
This position will be a key party of Shimadzu’s move towards becoming the industry leader by enhancing and maintaining a strong employee developmental process, thus enabling our employees to reach their fullest potential.
KNOWLEDGE REQUIREMENTS: CASUAL WORKING THOROUGH Ultipro Software MS Great Plains MS CRM Product Knowledge Telephone Skills Computer Literacy Ability to Adapt to New Ideas Facilitation of Developmental Programs Adult Learning Principals Organizational Skills Shimadzu Organization Time Management Communication / Presentation Skills People / Interpersonal Skills Administrative Skills Onboarding / HR Practices Management Training Japanese Culture Customer Relations Learning Management System e-Learning Authoring tools Microsoft Office Graphic Design principles PROBLEM SOLVING REQUIREMENTS: Incumbent must be proficient in providing organizational and administrative support to SSI’s Talent Development Programs.
Must follow policy and procedures.
EDUCATION AND/OR EXPERIENCE REQUIREMENTS: Incumbent must have a bachelor’s degree in Educational Technologies, Instructional Design, Human Resources Development, Training, or relevant field, with at least four (4) years of experience working in employee related disciplines like HR or Training/Development.
Ability to work with a variety of people, both internal and external; as well as, across disciplines and organizational levels.
A proven track record of providing administrative and organizational/recordkeeping skills, as well as, being detailed oriented and providing professional customer service are required.
Dependable work ethic and ability to keep material confidential is required.
SUPERVISORY RESPONSIBILITIES: This position has no direct responsibilities.
PHYSICAL DEMANDS: The position requires frequent lifting (or by other means for movement) of boxes and computer components/parts.
Physical demands may include frequent bending; stooping, squatting, standing, walking, sitting for long periods of time and pulling/pushing of parts can also be expected.
Incumbent must be able to lift up to 20 pounds routinely throughout the day.
Specific vision abilities required by this job include close vision, distance vision, peripheral vision and depth perception.
SAFETY/PERSONAL PROTECTIVE EQUIPMENT: The position is required to maintain proper housekeeping and safety standards.
Proper use of personal protective equipment and safety devices are required as stated by the Corporate Safety Document policies and procedures.
WORK ENVIRONMENT: This position is based in an office area that requires regular and predictable attendance to answer phones and greet incoming visitors.
It will involve working alone on projects and collaborating as part of a team.
The incumbent may work at different workstations during the day in-order to support the company’s training initiatives.
Extra hours may periodically be required, in-order to fulfill the functions and demands required by this position.
The position will include contact with all SSI employees, as well as customers and therefore requires prompt and friendly handling of all inquiries.
EEO Statement Shimadzu Scientific Instruments is an equal opportunity employer and federal contractor or subcontractor.
As applicable, the parties agree that they shall abide by the requirements of 41 CFR Section 60-1.
4(a); 41 CFR Section 60-300.
5(a); 41 CFR Section 60-741.
5(a); and 29 CFR Part 471, Appendix A to Subpart A with respect to affirmative action program and posting requirements, and that these requirements are incorporated herein.
These regulations require that covered prime contractors and subcontractors ensure nondiscrimination and take affirmative action in employment to employ and advance qualified individuals without regard to sex, gender identity, sexual orientation, race, color, religious creed, national origin, physical or mental disability, and protected Veteran status.
These regulations also prohibit covered contractors from taking adverse action against applicants or employees because they have inquired about, discussed, or disclosed their or their co-worker’s compensation information in certain situations.
Shimadzu is not accepting unsolicited assistance from search firms for this employment opportunity.
Please, no phone calls or emails.
All resumes submitted by search firms to any employee at Shimadzu via email, the Internet or in any form and/or method without a valid written search agreement in place for this position (and agency was requested to work the requisition) will be deemed the sole property of Shimadzu.
No fee will be paid in the event the candidate is hired by Shimadzu as a result of the referral or through other means.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
41 CFR 60-1.
35(c)