The Talent Management team focuses on talent identification/review and associated processes, including succession/contingency planning, promotions, individual development planning (IDP), workforce planning, and performance management
RESPONSIBILITIES
• Assess quantitative analysis and predictive modeling of internal and external data and benchmarks and make recommendations based on findings
• Collaborate with the Chief Human Resources Officer (CHRO) and HR Business Partners to understand the talent landscape and address talent gaps and development needs
• Assess return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirements
• Lead business units in succession and contingency planning
• Responsible for the creation of regional and global talent committee documents
• Manage initiatives for emerging leaders and leadership development
• Lead the talent review and promotion process, ensuring fair and consistent evaluation and feedback
• Manage the promotion pipeline in collaboration with Human Resources Business Partners (HRBPs), supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements
• Consult with stakeholders to understand business priorities, identify requirements and propose effective development solutions
• Link individual and team performance to development opportunities and promotions
• Work with business leaders to diagnose business line performance problems and organizational effectiveness issues
• Conduct performance management, including advising on development opportunities
• Responsible for developing and implementing talent development initiatives with a focus on internal mobility and career development
• Identify opportunities for improvement within HR through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
• Develop papers and materials for senior committees and regulators to demonstrate compliance with expectations, and highlight risk and mitigation as required
WORK EXPERIENCE
• 6+ years of experience in talent management or HR business partner roles
• Extensive experience in talent review, succession planning, workforce planning, and performance improvement and management
• Proven success in talent development and development programming
• Experience managing the promotion process
• Experience in a complex global environment
• Has experience incorporating diversity, equity, and inclusion into talent processes and practices
FUNCTIONAL SKILLS
• In-depth knowledge of talent management principles, practices and tools
• Strong proficiency with quantitative analysis and predictive modeling in relation to workforce planning
• Proven strength in talent identification, performance review, performance management and talent development
• Developmental assessments: 360-degree assessments; simulations; high-potential assessments; personality assessments; skills assessments; competency assessments
• Goal-setting best practices: individual development plans; specific, measurable, achievable, relevant and time-based (SMART) goals
• Workforce planning approaches, techniques and analyses: forecasting; build, buy, borrow and bridge strategies; attrition; gap and solution; supply and demand
• Exceptional meeting facilitation skills
FOUNDATIONAL SKILLS
• Strong communication and influencing skills
• Identifies multiple paths to success using analytical and critical thinking as well as decision-making skills
• Operates strategically to support a culture of continuous improvement and systems thinking
• Makes sound business decisions in a complex work environment
• Collaborates with other business functions and divisions to advance business objectives
• Is flexible, decisive, and able to establish support from leadership
• Monitors industry trends and best practices and applies insights to advance the business
• Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideas
• Inspires innovation and values learning as a lifelong professional objective
• Leads by example, engaging inclusively and with intent
• Always acts with integrity
EDUCATION
• Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferable
