The Senior Talent Management Consultant Performance & Succession is responsible for the design, development, and implementation of global talent management processes and initiatives. This role frequently consults with HR and the business to design integrated talent solutions which support the organization's needs. The position builds the talent capabilities of the HR team, including the effective use of talent management programs and processes. The role teaches others the proper application of talent management techniques and identifies opportunities for improving program utilization incorporating SuccessFactors, data analytics, and customer feedback. This role also assesses, diagnoses and applies organizational development and talent management methods. Lastly, this role demonstrates a strong, working knowledge of talent management concepts that can be shared as practical solutions for the business.
Duties & Responsibilities
Work across the Swagelok enterprise implementing and managing talent management programs in the areas of succession planning, development planning, individual and team performance, competencies, change management, assessments, and coaching/mentoring.
Supports HR Business Partners globally to evaluate talent needs and propose recommendations for closing the gaps and build capabilities; Designs and supports the implementation of talent management initiatives; Facilitates learning events for HR Business Partners.
Works closely with HRIS to support the configuration of SuccessFactors talent modules; Researches best practices and performs industry benchmarks to ensure full platform utilization and integration with talent management practices.
Identifies, selects, and manages relationships with 3rd party consultants and vendors responsible for creation of content and tools. Negotiates pricing, delivery, and service terms for contracts.
Uses internal HR data (employee survey, performance, HR metrics, etc.) and appropriate analysis to anticipate and communicate current and emerging needs. Identifies patterns, trends and measures of effectiveness and proactively offers recommendations to mitigate risk as appropriate based on analysis.
Serves as an internal consultant to senior leaders, HR Business Partners, and their teams to ensure that the organization incorporates talent management practices to ensure operations at the highest level. Conducts talent management and OD interventions as needed including strategic planning, tactical and project planning, business problem solving, facilitation, instruction, materials development and performance analysis.
Uses change management processes and tools to facilitate sustainable change within the organization.
Consults with executive management and the HR leadership team on effective talent management processes.
Keeps abreast of changes and trends in talent, organization development and consulting practices; surfaces meaningful recommendations for improvements that will positively impact the organization and its culture. Attends professional seminars to increase knowledge of this specialty area of Human Resources.
Education and/or Work Experience Requirements
Education: Bachelor's degree in Human Resources, Organization Development, Industrial Organizational Psychology, Business, Education or equivalent
Experience: 7-10 years minimum professional experience in OD, training, HR or other related field
Education: Master's Degree in Organizational Development, Industrial Organizational Psychology Business
Experience: Prior experience designing and delivering talent management programs in a large organization. 10+ years preferred. Experience in the following areas highly preferred:
Expertise in performance analysis tools and techniques (e.g., needs analysis, root cause analysis, flow charting/ process mapping, job roles and responsibilities mapping, developing performance measures, etc.).
High-level knowledge and talent management practices and application.
Expertise in the selection and application of performance improvement techniques, processes, and tools to improve performance (e.g., communities of practice, knowledge management, wiki's, blogs, social networking analysis and tools, collaboration tools, expert finders, etc.).
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.
Ability to build capabilities in groups and/or specific individuals in core subject matter expertise such as talent and performance strategies, change strategies, etc.
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.
Leadership skills to oversee and effectively deliver on projects and commitments to internal clients.
Working Conditions and/or Physical Requirements
Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.
Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards.
Nearest Major Market: Cleveland