As a Fortune 500 company, Expeditors employs more than 18,000 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 services include the consolidation and forwarding of air or ocean freight, customs brokerage, vendor consolidation, cargo insurance, time-definite transportation, order management, warehousing, distribution and customized logistics solutions. We are knowledge based company and we strongly promote and invest in employee development. Expeditors wants to offer successful careers for our employees by developing and promoting them within. Our employees are the biggest asses we have. We are looking for PDM for our Nordic region to drive our employee development and take care of our biggest asset, our people.
The District Training & Personnel Development Manager (PDM) drives the employee development cycle (selection, onboarding, training, performance, and growth) for the district, enabling a culture of learning and development for all employees. The PDM acts as an expert personnel-development resource for both employees and managers, and is a peer role to other managers in the district. The PDM also works in close collaboration with the Regional Training team to achieve employee development goals of the region.
Expeditors Core Competencies
Exceeds customer expectations by anticipating, understanding and meeting needs. Is proactive and when issues arise, is timely and resolute in solving problems, including escalating to management when necessary. Builds rapport and exhibits empathy during interactions, and consistently strives to improve customer satisfaction with customers. (This skill expectation applies both externally (customers, service providers) and internally (other Expeditors offices/employees).
Consistently completes quality work that matches job expectations. Is committed to operational excellence and continuous improvement for own job function and across the network. All activities are compliant with company policies/procedures and code of business conduct and with government regulations.
Consistently meets deadlines. Is punctual and can be relied on for planning purposes. Is organized, manages own time effectively and can prioritize.
Displays a willingness to accomplish not only his/her own job responsibilities without the need for constant prodding but is willing, without request, to aid and assist others to the benefit of the company and/or customers. Works in harmony with superiors and fellow workers without incident or delay.
Effectively listens to others and communicates (verbal and written) in a professional manner, both internally and externally. Provides relevant and timely information to co-workers, customers and service providers. Answers phone calls and responds to voicemails, emails and other communication according to Expeditors' standards.
Exhibits and promotes the company’s 10 cultural attributes: Appearance, Attitude, Confidence, Curiosity, Excellence, Integrity, Pride, Resolute, Sense of Humor, and Visionary.
Participates in training within the company’s guidelines, completing at least 52 hours of relevant training per year. Completes required training in a timely manner with minimal reminders. Pursues professional development goals for self, including participating in a development plan as appropriate.
District Training & Personnel Development Manager Core Competencies
This section lists the core business-critical skills, knowledge and behavior applicable to all District Training & Personnel Development Managers globally, and should not be edited. Note that these competencies are found in the employee’s My Personal Development Plan view in the Professional Development Center.
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. 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.
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). Ensures that identified mentors play an active role within the onboarding period to provide individuals with the support and guidance they need to be successful.
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. 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.
Manages the performance management cycle for the district by enabling a culture of frequent employee feedback and development. Provides guidance to management teams regarding 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 (recommended 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 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. 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.
Directing a variety of human resource related activities and initiatives to ensure that the organization’s current and future HR requirements are met and that employees are recruited, managed, organized, trained and evaluated in line with the company´s policy.
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 by the. Click on the link to view more details for each task. This list may be edited to the specific job role.
Proficiency in employee development skills and knowledge to include:
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