Talent Program Manager at Boise Cascade Company in Boise, Idaho

Job Description:

You will work in the Talent Center of Expertise and report to the Director, Talent and Organizational Effectiveness. You will deploy and manage talent programs that foster stronger levels of team member engagement, cultural understanding, and performance. You will be the functional leader for the UKG Pro talent development modules such as the learning management system (LMS), performance management, succession planning and surveying tools. You will be an advisor to senior members of the Talent Management team and lead our learning, performance management and employee engagement programs.

About Boise Cascade:

Boise Cascade has been in the business of manufacturing wood products and distributing building materials for over half a century. Today we're one of the largest manufacturers of plywood and engineered wood products in North America – and the only wholesale stocking distributor for building products that can service the entire United States. Because our business is built on relationships, our associates are critical to our success. And we're committed to investing in them. That's why we offer a comprehensive benefits package designed to have a positive impact on all areas of your life – from health and well-being, career and community, to financial security and personal safety, with many benefits beginning on your first day of employment. We call it, Total Rewards. Here's a snapshot of what we offer:

Our Benefits:

• Medical + Prescription Drug


• Dental + Vision


• Flexible Spending Accounts (Healthcare + Dependent Care)


• 401(k) Retirement Savings with company contribution


• Paid Time Off (20 days per year)


• Paid Holidays (10 per year)


• Paid Parental Leave 


• Life Insurance

Boise Cascade is proud to be an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Our company is committed to diversity. Click here to read our company's Equal Employment and Affirmative Action policy. Click here to view our company's Disability Accommodations Policy.

You Will:

• Be the primary process owner for implementing new Learning Management System and Performance modules


• Partner with senior leaders to envision, design, and deploy programs that modernize the performance management process at Boise Cascade


• Provide new services and improvements to existing talent programs to better serve associates need, while meeting department-wide targets


• Influence leadership effectiveness across the organization by supporting programs that perpetuate simple yet impactful leadership standards


• Collaborate with HR and business leaders to solicit feedback to build proposals for new or revised talent programs that impact Boise Cascade's associates across the organization


• Evaluate existing engagement programs that are happening across single departments and provide recommendations


• Take employee engagement to the next level by using companywide and pulse surveys across the enterprise


• Analyze complex and confidential data sets to identify focus areas, draw conclusions, and propose action plan(s) to partners


• Perform other projects or miscellaneous responsibilities as requested or assigned

You Have:

• Bachelor's degree or equivalent experience; concentration in Business Administration, Human Resources, Organizational Development, or related discipline


• 5+ years of experience supporting multiple talent management programs


• Experience with HCM implementations


• Demonstrated experience deploying and managing talent programs of substantial scale and long-term sustainability


• Experience with UKGPro is a plus!

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)

Human Resources

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