We are Generac, a leading energy technology company committed to powering a smarter world.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

The Senior Talent Program Manager serves as the primary lead for all initiatives associated with talent management and acts as a strategic business partner to drive initiatives that support the organizational talent goals and objectives. This role will partner with business leaders, HR Business Partners, and other HR functions to identify opportunities across the employee lifecycle to create programs and tools that lead to an enhanced employee experience through the use of surveys, action planning, root cause analysis, and other methods to evaluate organizational impact.

This role is responsible for leading the collaborative development and implementation of high-impact talent management programs, tools, systems and processes that:

Help identify, build and retain a strong pipeline of ready, capable talent to support and drive business objectives Drive talent/business alignment and support our pay-for-performance philosophy with modern, standardized performance management practices Enable sustained employee engagement through HR-enabled / Leader-led strategies Drive talent mobility and career development with foundational frameworks and moderated processes

This position has the responsibility for developing and deploying solutions on a global scale, across the enterprise.  The primary Talent programs managed by this position are HRIS & Talent Process Optimization, Talent Assessment Strategy, Talent Review, Succession Planning, Succession Management & Key Talent Development and Performance Management.  The secondary areas of focus and contribution are Employee Engagement, Talent Mobility & Career Progression/Development,  and competency management strategy.

Essential Duties

Talent Management System & Process Optimization

Drive execution of internal talent management programs from project planning to rollout to adoption and review / sustainment.  Provide ongoing reporting & metrics to monitor the progress of talent programs and processes.Work with members of the Talent Management team and Employee Communications team to identify and draft communications to support key Talent processes and timelines.Provide support to operationalize the performance management process from goal setting, progress updates, talent profile and career discussions, performance review, and calibration.Partner with HRIS and IT to define, develop, test, document, train and implement key Talent Processes via the Talent Management System (Workday).Partner with the HR Business Partner team to execute talent processes; gather data and feedback to form the process and to make enhancements as needed.Act as the system Subject Matter Expert (SME) to develop and deliver training materials, training sessions and documentation to employees, managers, and HR Business Partners.Work with Talent Program Manager to create and shepherd a detailed annual Performance Management & Talent Review & Succession Calendar that include key dates / activities for Employees, Managers, HR Business Partners and TM / HRIS System maintenance.  Monitor progress toward this plan to ensure all processes remain on-schedule, and work with the Director Global Talent Management to identify risks and potential solutions to adjust schedule as-needed.

Talent Review / Succession Planning / Performance Management

Work with EVP of HR and Director Global Talent Management to plan talent review sessions for department leaders.Support HR Business Partners and leaders for department talent reviews and act as a trusted advisor to provide expertise on how to identify and invest in critical talent, as well as influence key talent decisions to ensure that the right people are in critical roles.Develop and deliver robust content for manager and above talent discussions, including Individual Development Plans (IDPs).Provide ongoing reporting on metrics related to the organizational talent diversity objectives and measure progress toward these targets.Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate.  Recommend strategies to address gaps, using organization development tools to support employee engagement goals.

Talent Assessment & Key Talent Development

Assist with the needs analysis, vendor identification and selection of Talent Assessment partners (i.e. PI, MBTI, Leadership Potential Inventory, as needed) to validate talent readiness, drive deeper gap analysis and/or round out strategic assessment strategy.  Act as project manager for this process to ensure that partners are identified and proposal is developed ahead of budgeting for the next year.Align with Director of Learning & Development to assess internal Leadership development and HiPo development programs to ensure alignment with key talent development objectives.Act as the Subject Matter Expert (SME) for coaching and mentoring processes.  Develop and distribute resources and tools to managers and above to support ongoing coaching and mentoring.Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate.  Recommend strategies to address gaps, using organization development tools to support employee engagement goals.Manage External Development Programs for key Talent Pool populations (as needed). This includes, but is not limited to: vendor management and contract maintenance; invoice management, communication with participants and their managers before, during and after program attendance, ongoing engagement and follow-up with past program participants.

Minimum Qualifications

Bachelor’s degree in Management, Human Resources or related field  or equivalent7 years of business experience in Talent Management, Human Resources, or Learning & Development in a corporate environment5 years demonstrated program management skills related to HR / Talent cycle

Preferred Qualifications

Advanced degree in relevant field such as Business, Education, Organizational Psychology, or Organizational Development Certified in a Training Program or Assessment ToolRelevant professional certifications, such as PHR, SPHR, ATD or other training association certificationsDemonstrated ability to work in a global, matrixed organization to develop and deliver Talent Management and/or development programs.

Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk.  On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 - 50 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision and ability to adjust focus. Occasional travel.

“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.”