Manager Talent Development
JOB PURPOSE:
Leads global talent management programs and processes to help drive company strategy; Partners with HR Business Partners to Develop the long term organizational development strategy and creates programs to increase organizational effectiveness and maintain a competitive talent advantage for the organization; Oversees the project plans, development and administration of strategic HR programs designed to achieve specific business goals and operational objectives. This role provides significant personal contribution as well as coaching, mentoring and development of staff; Interacts with key stakeholders – HR Business Partners and leaders at all levels to influence improved outcomes in multiple subject matter areas including: succession planning, organizational development, performance management; competency and individual development planning, leadership development (including high potential programs), change management, employee engagement and workforce planning. This position reports directly to the Director of Organizational Effectiveness.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Talent Development Specialist Leadership:
• Responsible for organizing a new group that offers additional value to Regional HRBPs and business leaders in the area of consulting focused on talent management, leadership development and OD consulting; Defines scope of work, creates a plan for operationalizing the partnership between RHRBPs and Talent Advisors; Works collaboratively with key stakeholders to monitor and evaluate effectiveness.
• Provides leadership to the team of subject matter experts that deliver talent development solutions (training, facilitation, team interventions) to meet Region needs; Supports the team in building collaborative relationships with RHRBPs and business leaders to identify organizational needs and custom design strategies for that will improve business results; Coaches and mentors talent advisors to build skill and program knowledge while ensuring efforts align back to Global OD strategies.
• Creates a strategy for executive coaching which is supported by the talent advisors within each of the Regions; Identifies vendor partnerships to meet the needs of targeted coaching audiences; Measures the effectiveness of coaching investments. Coaches and Mentors Talent Advisor subject matter experts and ensures alignment of efforts back to Global OD strategies.
Develops, designs and oversees the implementation of core, global learning programs that support the company strategy; partners with RHRBPs and talent advisors to ensure programs are executed regionally according to plans; responsible for vendor identification, price negotiation and content development for core global programs; ensures talent advisors support internal training programs such as new employee orientation, coaching, change management, etc. within their respective regions; works with the talent advisors to measure the effectiveness of training programs.
2. Talent Program Leadership:
• Leads the design, development and implementation of global performance management process and tools; Influences activities such as performance evaluation and development planning (design, process and execution); calibration of performance scores; and promoting consistency in use across the organization.
• Leads the design, development and implementation of global succession planning and talent review process and tools; Partners with business and HR leaders to leverage data to plan for and mitigate risk; identifies gaps and trends at the organizational level and integrates into the long-term learning and development strategy.
• Leads the design, development and implementation of the organizational competency model that aligns to and supports the organizations’ strategy; Oversees the evolution of competencies ensuring that other HR programs support and align to the competencies (Recruiting, Learning Courses, Recognition, Performance Management, Succession Planning, Employee Communications, etc.)
• Leads the design, development and implementation of workforce planning process and tools; Provides consulting to HR business partners; partners with HRIS to generate insights to support the business needs in the area of talent planning and organizational structure.
• Leads the design, development and implementation of global assessment processes including 360’s and high potential assessments; Identifies and manages vendor partnerships including budgets, deliverables and project time lines; Determines communication strategy and strategies for action planning and follow up.
• Leads the design, development and implementation of global high potential programs (Legacy Leadership); Develops content and sources outside vendor, oversees the 24 month project plan and 1.2 million dollar budget, manages branding and communications, coordinates program assessments and coaching, measures program outcomes; Collaborates with Executives, HR Business Partners, Participants and other relevant program stakeholders.
• Leads the design, development and implementation of global mentoring programs and resources; Works to identify participants and match mentor/mentees annually, check-in on progress, and measure program outcomes; Determines best way to allocate resources to other targeted mentoring programs including Mentiium for Directors and internal internships, cross-border swaps, etc.; ensures program alignment to broader HR and organizational strategy.
• Leads the implementation of the global engagement survey process; provides significant contribution to survey design and action planning follow up strategies; leads a core team that executes to project plan milestones, considers best practices, and develops plans for communications; Collaborates with HR Business Partners on communications, translations, and market results analysis.
• Contributes to the strategy and oversight of the learning management system that houses courses that support core learning strategies and may potentially expand to include regulatory, compliance and functional courses over time.
3. Change Management Leadership:
• Contributes to change management philosophy, process and tools. Serves as a coach and guide to Talent Development Specialist
KNOWLEDGE, SKILLS AND ABILITIES:
Education:
Master’s degree required in Human Resources, Organization Development, Industrial Organizational Psychology, or related field required.
Experience:
10-15 years of experience working within these focus areas with all levels of leaders including Executives
1. Requires a thorough knowledge and understanding of business and human resources principles and a working knowledge of the theories and principles of talent management, performance management, organization development, change management and adult learning methodologies. Must have a thorough knowledge of root cause and process analysis with demonstrated results in integrating programs/tools/solutions that align to business and organizational strategy.
2. Must be able to build capabilities in groups and/or specific individuals in core subject matter expertise such as talent and performance strategies, change strategies, etc.;
3. Ability to design and deliver curriculum and/or other learning solutions that follow adult learning methodologies that drive desired behavior changes; demonstrated skill in presenting/training large groups effectively (engages audience, detail appropriate to audience, applies content smoothly, etc.).
4. Must be knowledgeable and experienced in group process facilitation; demonstrated ability to design effective processes to achieve group goals.
5. Quick to develop strong and trusting relationships with internal clients and external vendors; a role model of the culture and values, OE and OD programs, practices and principles.
6. Excellent decision making skills in complex and high exposure situations
7. Excellent communication skills; Professional image based on composure in tense situations; interacts confidently with senior leaders
8. Leadership skills to oversee and effectively deliver on projects and commitments to internal clients.
9. Ability to organize and manage complex projects over an extended period; identify, evaluate, and secure appropriate resources; and apply resources in an effective and efficient manner.
10. Ability to adapt to multiple environments, culture and leadership styles.
11. Domestic/International overnight travel required 5% of work time.