PROGRAM MANAGER - TALENT MANAGEMENTDEPARTMENT:
N/ATOTAL NUMBER OF FTEs DIRECTLY OR INDIRECTLY SUPERVISED:
PURPOSE OF POSITION: Develop and lead core talent management processes designed to identify, track and develop talent across the organization. Serve as an expert in the field of talent management and provide in-depth consulting to HRBPs, leaders, and the organization on the approach to integrating talent management concepts into the business. Programmatically manage enterprise processes and programs including performance management, succession planning, talent reviews, and key talent identification.
Develop Enterprise Talent Management Approach: In alignment with future business needs, establish and drive the organizational approach to talent management including building the foundation of core talent management practices, guiding principles, and philosophies aligned to the overall talent philosophy. Reinvigorate existing talent management practices and develop an overall strategy for core portfolio programs that result in improved business outcomes. Serve as the internal subject matter expert regarding talent management best practices as well as current trends and innovative new tools and methods.
Performance Development: Lead the overall management of the performance management process throughout the year and create a culture of ongoing feedback through meaningful conversations, including performance growth and career development, with tools to support the process. Ensure ongoing review of the impact of the process through analysis of performance data and propose design improvements to continually ensure a simple, impactful, relevant approach to performance management with shifting organizational needs.
Talent Identification & Planning: Establish a talent mindset through the design, development, implementation, and management of talent identification processes including key talent assessment and identification, succession planning, and talent reviews. Provide a simple and effective process for talent planning and partner with HRBPs to implement annual succession planning, as well as regular talent review sessions, to assess and calibrate the organization's talent, build bench strength, identify and mitigate the risk for critical positions, identify future capability needs and establish long-term people strategies to build capabilities. Responsible for the annual bench strength analysis evaluating the strength of the succession pipelines against future business needs and providing recommendations for talent actions.
Executive Integration: In partnership with key stakeholders, broaden the organizational approach to coaching to increase the success of executives and realization of business imperatives through executive onboarding, executive coaching, and executive development with clear program impact to the business. Create and implement overall coaching strategy which may include guidance on leadership standards. Manage existing coaching cadre for the organization.
Talent Assessments: Assess existing talent assessment tools such as 360s and leader assessments and make recommendation for future direction of talent assessment in the context of the talent management strategy and future business needs.
The ability to develop strategic plans within own area of responsibility and to facilitate strategic work for clients through-out the system
Translating strategic priorities into operational reality; aligning communication, accountabilities, resources, culture, and processes to ensure that strategic priorities yield consistent sustainable results; efficiently delegating work that is the appropriate level of difficulty and giving others the authority to accomplish it; providing information, coordinating work efforts, providing assistance, and removing obstacles without becoming overly involved in daily or minor issues; following through and monitoring progress to ensure goals are achieved.
Accurately assess/analyze organization capability and develop plans for improvement. Strong skills associated with this competency include; contracting, interpersonal relationships, coaching, educating, giving and receiving feedback, systems thinking
Persistently shaping the thoughts and actions of others to achieve desired result; generating excitement and continuously striving to gain support for one's ideas, plans, or courses of action.
Program Development & Management: Create and implement programs relevant to the organization's strategic priorities. Involve learners in all aspects of the learning process to ensure successful program implementation. Important implementation elements include strategic business need; research-based content/expertise; and creating participatory learning experiences based on adult learning principles.
Ability to manage multiple projects, define key deliverables, coordinate and manage to deadlines and within cost; establish a set of tasks and activities associated with an intended outcome and timeline; ensure actions are performed and/or implemented to achieve the desired results.
·Coaching and Development:
Accurately assess others strengths and development needs; provide informative and constructive feedback in a manner that enhances others' motivation; provide challenging assignments and opportunities for development; help others overcome setbacks and learn from experience
Listening to and recognizing the challenges and perspectives of others; sharing information and resources; working cooperatively with others to seek common ground and achieve group goals; proactively adjusting one's style and efforts to complement those of others on the team; valuing organizational success as much or more than individual success.