The best-fit candidate for this role has a strong talent acquisition, management and development background, excellent communication skills; a desire and ability to drive positive change; demonstrated ability to interact with credibility, confidence, and authority with all levels of leadership within the organization. This position will also mentor training team staff to encourage the ongoing development of team members.

ESSENTIAL DUTIES/RESPONSIBILITIES

DUTIES & RESPONSIBILITIES

Strategic:

Develop and lead the organization's talent management strategy, aligning it with the company's long-term business goals and objectives. Develop and implement strategies to drive a high-performance culture. Research organizational and team performance, identify areas of opportunity, design solutions, lead implementation, and measure outcomes. Utilize KPIs to continually set direction, evaluate progress, and improve processes. Collaborate with HR Team, Division Heads, SBU Heads, and Executives to understand talent needs and provide strategic guidance. Build strong partnerships with internal stakeholders to ensure alignment with talent management strategies. Manage the talent management budget efficiently, optimizing resources for maximum impact. Measure effectiveness of Talent Management strategies, while also identifying and improving programs on a continuous basis. Establish tracking and measurement approach, and monitor progress to report status to SBU leaders. When necessary, complete executive updates and program report outs of performance health within designated SBU’s. Serves as a catalyst to fire up the leadership engine and commitment during high velocity culture change, building leaders at every level capable of sustaining our future.

Talent Acquisition:

Collaborate with executive leadership to identify talent needs and workforce planning. Manage and oversee all aspects of the hiring process from forecasting and planning to sourcing, selection, candidate communications and offer.

Talent Management:

Plan, implement, and manage the performance management process, including goal setting, feedback, calibration, and performance evaluations. Implement succession planning strategies to identify and develop high-potential employees for future leadership roles. Create and manage talent pipelines to ensure a robust leadership bench for the next ten years. Utilize data and metrics to assess the effectiveness of talent management initiatives. Monitor key talent metrics, such as employee retention, engagement, and development progress. Develop and implement retention strategies to reduce turnover and retain top talent. Identify and address factors that may contribute to employee attrition.

Talent Development:

Executes all aspects of employee, leader and organizational learning programs, including needs analysis, design, development, delivery, and evaluation. Partners with HR and business leaders to administer career and talent assessments to identify employee readiness, talent gaps and retention risk. Work with managers to identify training needs and create learning opportunities. Manage corporate university with a comprehensive focus, including vision, communications, competency mapping, data analysis, and business value creation. Design training and development plans that align with career progression for each position type. Design leadership development programs to cultivate leadership skills at all levels of the organization and align to succession gaps.

EDUCATION AND EXPERIENCE:

The ideal General Manager of Talent Managemet will have a Master's degree in HR, OD, Business or a related field with 10-15 years Learning & Development experience.

The experience below is desired:

Expertise in Talent acquisition and management processes. Experience in performance management cycles. Long term succession planning experience a must. Previous background working in a large cross matrixed organization. Demonstrated resiliency in a large company environment. Experience in scalable classroom led and eLearning solutions. Excellent knowledge of learning theories and instructional design models. Experience independently managing and delivering multiple projects at one time. Lesson and curriculum planning skills. Experience in project management. Ability to write effective copy, instructional text, audio scripts/video scripts. Interpersonal communication and problem-solving experience. Psychometric and assessments certifications preferred. Gallop Strength-Finder, DiSC, PxT Select, 360 Profiler experience a plus. DDI Certified Facilitator or other application credentials preferred. SHRM – SCP/CP a plus.