Primary Job Role

Advances the mission, vision, strategies, values, and goals of Ring Power and the Human Resources function by designing, implementing, and continuously improving programs that support employee development throughout the employment lifecycle, from onboarding through career advancement and succession.

Serves as the primary subject matter expert and program owner for succession planning, career pathing, talent reviews, employee development planning, mentoring, coaching, new employee orientation, and new manager onboarding.

Partners with Human Resources leaders, HR Business Partners, senior executives, managers, and cross-functional stakeholders to identify organizational capability needs and develop practical talent solutions that support current operations and future business requirements.

Leads the company’s succession planning process, including identification of critical positions, evaluation of internal talent, assessment of succession readiness, development of successor action plans, and ongoing monitoring of organizational bench strength using all relevant data sources available.

Designs, establishes, and maintains career paths and career progression frameworks for key job families in partnership with operational leaders, Human Resources, Compensation, Talent Acquisition, and Training and Development.

Establishes and maintains a consistent Individual Development Plan process that enables employees and managers to identify development goals, required capabilities, learning opportunities, practical work experiences, and measures of progress.

Provides consultation, tools, and guidance to Human Resources and management regarding Performance Improvement Plans and other structured employee improvement plans to promote consistency, clarity, accountability, and appropriate follow-through.

Designs, implements, and evaluates formal employee mentoring and coaching programs, including program eligibility, participation expectations, matching processes, tools, communications, effectiveness measures, and training for employees involved in these programs.

Develops and provides resources and training to strengthen managers’ ability to coach employees, deliver meaningful feedback, establish clear expectations, conduct development conversations, and support employee growth.

Oversees and continuously improves Ring Power’s new employee orientation and onboarding experience in coordination with Human Resources, Safety, Training and Development, Information Technology, Payroll, Benefits, and operating departments.

Develops and maintains new manager onboarding and transition programs that help managers understand Ring Power’s culture, leadership expectations, employment practices, available resources, and responsibilities for managing and developing employees.

Designs, develops, facilitates, or coordinates training programs, workshops, tools, and resources relating to career development, succession planning, coaching, mentoring, performance management, employee development, and manager capability.

Uses employee feedback, program evaluations, workforce information, talent data, and business input to identify needs, evaluate program effectiveness, recommend improvements, and establish priorities.

Remains current on developments and best practices in talent management, succession planning, career development, adult learning, coaching, mentoring, onboarding, performance management, organizational development, and Human Resources.

Performs other duties as assigned

Essential Job Competencies

Safety: Fully supports, encourages and follows safe work behavior, and considers safety of paramount importance in the workplace. Incorporates applicable safety expectations into employee orientation, manager onboarding, development programs, and other assigned activities.

Job Specific Skills: Demonstrates the required depth and mastery of knowledge and skill associated with the job as identified in the Learning Management System (LMS) and other applicable sources. Demonstrates effective application of the job-specific knowledge, skills and abilities necessary to develop and sustain talent management, succession planning, career development, coaching, mentoring, onboarding, performance development, and related Human Resources programs.

Communication: Uses active listening skills and conveys information through the appropriate medium in a manner that is clear and easily understood by employees, managers, and executives. Uses feedback to verify that effective and accurate communication has occurred. Keeps appropriate stakeholders informed about developments, progress, problems, decisions, and plans through consistent and timely communication. Avoids surprises.

Interpersonal Skill: Anticipates, notices, and understands the concerns of others and appropriately involves stakeholders in processes or decisions to encourage understanding and support. Develops and maintains positive, productive relationships across divisions, branches, departments, and levels of the organization. Is considerate and discreet when handling sensitive, challenging, awkward, or tense interpersonal situations.

Coaching and Mentoring: Helps employees and leaders identify development needs, establish meaningful goals, consider different perspectives, and take ownership of their continued growth. Provides timely, constructive feedback and guidance. Builds trust-based relationships while maintaining appropriate professional boundaries and confidentiality.

Facilitating / Presenting: Enables cooperative and productive group interaction. Clarifies objectives, key issues, stakeholder expectations, and desired outcomes. Guides discussions involving complex or sensitive talent and organizational matters. Tailors presentation and facilitation methods to the audience and uses appropriate interaction, exercises, examples, and feedback to support learning and application.

Planning and Organizing: Creates realistic plans and schedules and evaluates progress against established goals. Identifies the sequence of activities and resources needed to achieve an objective and prioritizes key action steps. Anticipates dependencies and risks and adjusts plans based on changing business needs and stakeholder input.

Information Gathering: Checks appropriate sources when identifying information needed for analysis and decision-making. Uses sound methods to obtain relevant, accurate, and complete information. Reviews work for accuracy and consistency, documents sources appropriately, and organizes information according to business and program needs.

Analytical: Reviews qualitative and quantitative information to identify patterns, gaps, underlying causes, and potential organizational risks. Uses sound judgment when interpreting talent information and avoids conclusions that are not supported by available facts. Translates information into practical recommendations and actions.

Takes Initiative: Takes appropriate action to resolve issues without requiring unnecessary direction. Seeks the perspectives of others who are involved in or affected by a situation. Makes timely decisions within the authority of the position and appropriately escalates issues requiring additional review or approval.

Customer Oriented: Demonstrates concern for satisfying internal customers and supporting the needs of employees, managers, Human Resources partners, and business leaders. Responds promptly and effectively to questions or concerns. Balances responsiveness with consistency, confidentiality, policy requirements, and organizational priorities.

Political Astuteness: Understands how the position’s programs and services relate to and affect other work units. Identifies appropriate decision-makers, stakeholders, and individuals who can influence successful implementation. Builds relationships with key partners to gain support and accomplish objectives within ethical and professional parameters.

Fostering Teamwork: Listens and responds constructively to the ideas and concerns of others. Offers support for appropriate ideas and proposals. Works collaboratively to develop solutions that stakeholders can support. Shares information, resources, and credit and contributes to the effectiveness of the broader Human Resources and Training and Development teams.

Credibility: Demonstrates responsibility, reliability, honesty, discretion, and trustworthiness. Maintains commitments and respects the confidentiality of employee, succession, performance, and organizational information. Takes personal responsibility for the quality and timeliness of work and follows applicable policies, procedures, and professional standards.

Confidence and Drive: Demonstrates confidence in presenting recommendations, facilitating discussions, and addressing issues involving employee and organizational development. Approaches challenging assignments with a constructive, solutions-oriented attitude. Persists through appropriate resistance and focuses on achieving agreed-upon objectives.

Self-Aware: Understands personal strengths, development opportunities, values, communication style, and the effect of personal behavior on others. Is receptive to feedback, acknowledges mistakes, considers different perspectives, and actively works to improve professional effectiveness.

In 1962, Ring Power Corporation became a full-line Caterpillar dealer in North Florida, and later expanded its authorized territory to include Central Florida.

Today, Ring Power Corporate headquarters in St. Augustine oversees the operations of 18 branch locations throughout the state of Florida, including large regional facilities in Tampa and Orlando and crane and forklift sales and service facilities in Pompano and Miami. Ring Power also has eight facilities outside of Florida - Rhode Island, New Jersey, the Carolinas, Georgia, Texas and California - to serve the needs of other specialized industries and customers.

Ring Power Corporation has become one of the largest Caterpillar dealers in the Southeastern United States through dedication to the mission of customer service. In order to preserve the "Customers First" reputation that Ring Power was built on, we continually train our employees and work closely with our customers to assure complete satisfaction, especially after the sale.

Currently, more than 2,000 employees at 26 locations throughout Florida and the United States work hard to provide the highest quality construction equipment, backed by responsive, professional service and support at every level.

Education and Experience

Formal Education: Bachelor’s degree or higher in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, Education, Adult Learning, or a closely related area of study, or equivalent experience.

Experience: Two or more years of progressively responsible experience in human resources, talent management, organizational development, learning and development, performance management, leadership development, or a closely related field.

Required / Credentials

Able to easily and effectively comprehend written material and communicate orally and in writing with employees, managers, executives, and other stakeholders.

Demonstrated experience designing, implementing, administering, or improving talent management or employee development programs.

Working knowledge of succession planning, talent reviews, career development, employee onboarding, performance management, coaching, mentoring, and adult learning principles.

Demonstrated ability to facilitate meetings, development sessions, training programs, and sensitive talent discussions.

Working knowledge of Microsoft Office applications, including proficiency in PowerPoint, Word, and Excel.

Ability to gather, analyze, interpret, and present workforce and program information.

Ability to maintain the confidentiality of sensitive employee, performance, succession, and organizational information.

Valid driver’s license and ability to travel to Ring Power locations as required.

Travel required: approximately 25 to 30 percent.

Not Required but Highly Desired Criteria

Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or Certified Professional in Talent Development.

Certification or formal training in coaching, facilitation, change management, succession planning, talent assessment, or instructional design.

Experience using talent management, performance management, learning management, career development, or employee experience technology.

Experience establishing career paths or competency models for operational, technical, professional, and leadership positions.

Experience supporting a multi-location, operational, industrial, equipment, service, distribution, or skilled-trades workforce.

Experience working with leadership assessments and development tools.

Experience developing program measures, dashboards, or executive-level talent reports.

Updating of Knowledge

Job requirements change requiring re-training to stay current every 1-2 years. 

Responsibility for Change, Innovation, Overall Improvement, and/or Effectiveness

Problem Solving: The job requires complex problem-solving skills in a dynamic, multi-location environment. Independent research, analysis, consultation, and sound judgment are routinely required to develop appropriate solutions. The employee is expected to identify risks, gaps, and opportunities and recommend actions before significant problems occur.

Creativity: The job requires creativity and the continuing development of new or improved approaches to employee development, talent planning, career mobility, onboarding, and manager capability. New approaches are encouraged when aligned with business needs, company culture, and available resources.

Autonomy: The job is not normally monitored on a day-to-day basis, but overall objectives and expected outcomes are clearly defined. The employee exercises discretion in organizing work, establishing priorities, making recommendations, and determining appropriate methods. Greater emphasis is placed on achieving the desired outcome than on controlling the process.

Working Environment

Stress Load: Regular exposure to competing business priorities, sensitive employee information, significant deadlines, and complex stakeholder needs.

Workload Fluctuation: The job frequently involves changes in priorities, complexity, timing, and quantity of work based on organizational needs, talent cycles, onboarding activity, and program schedules.

Work Schedule: Work is typically performed during regular business hours, with occasional requirements to work outside normal hours to support training, orientation, meetings, travel, or business needs.

Travel Requirement: Approximately 25 to 30 percent, primarily among Ring Power locations.

Organizational Impact

A person’s performance in this job has significant impact on employee readiness, leadership capability, internal talent development, succession coverage, employee retention, organizational effectiveness, Human Resources service delivery, and achievement of department and company objectives.

Supervisory Responsibility

The job may initially have no direct subordinates or formal supervisory responsibility but is responsible for leading enterprise programs, influencing leaders and managers, coordinating cross-functional work, and providing functional guidance to program participants and stakeholders.

Physical Demands

"NA": Not Applicable

"O": Occasionally - (up to 3 hours/day)

"F": Frequently - (3-6 hours/day)

"C": Constantly - (6-8 hours/day)

Environmental Conditions

"NA": Not Applicable

"O": Occasionally - (up to 3 hours/day)

"F": Frequently - (3-6 hours/day)

"C": Constantly - (6-8 hours/day)

C: Inside conditions: Protection from weather but not necessarily from temperature change.

O: Outside environmental conditions: No effective protection from weather.

N/A: Extreme cold: Temperatures below 32 degrees for periods of more than one hour.

N/A: Extreme heat: Temperatures above 100 degrees for periods of more than one hour.

N/A: Noise: Sufficient noise to cause the worker to shout to be heard above the ambient noise level.

N/A: Vibration: Exposure to oscillating movements of the extremities or whole body.

N/A: Hazards: Includes a variety of physical conditions, such as proximity to moving mechanical parts, electrical current, working in high places, and exposure to heat and/or chemicals.

N/A: Atmospheric conditions: Fumes, odors, dust, mists, gases, or poor ventilation that affect the respiratory system or skin.

N/A: Oils: Air and/or skin exposure to oils and other cutting fluids.

N/A: Air particulates / contaminants: The worker is required to wear a respirator.

RING POWER CORPORATION, INC. IS AN EQUAL OPPORTUNITY EMPLOYER