Talent Management Partner (Hybrid: Onsite And Remote Work)

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The Talent Management Partner supports the design and implementation of talent strategies to enhance the quality, quantity, and diversity of the respective talent pipeline. Provides strategic partnership to the HR Business Partners and business leaders in our Sales or Supply Chain functions for all Talent Management initiatives. Using a consultative approach, helps the HRBP and assigned business area reach their strategic business goals through people.

This position has been segmented as Hybrid meaning there is a combination of onsite work three days a week and the rest remote.

Responsibilities:

Partner with HR and business leaders in developing the leadership pipeline and talent strategy including: Talent Assessment, Succession Planning, Performance Management, High Potential talent development planning and leader onboarding.

Specific areas of focus include:

• Talent Processes. Consult in the deployment of key Talent Management processes, services, and tools across Sales or Operations; partner with the HRBP to create strategies, schedules, and project plans to enable efficient process deployment.

• Partnership. Support the communication, coordination, and education of key stakeholders on current activities related to Talent Management processes, tools, and strategy areas, and gather feedback from business unit on impact of TM approach and processes in order to make improvements where necessary.

• COE Consultation. Provide insight and support to the Performance Management/Career development and the TAP/Succession COEs in the design and development of strategies, plans, processes and resources for the business.

• Strategy Building. Establish talent strategies to increase leadership effectiveness and assists in the identification, development and assignment of current and future leadership talent.

• Metrics. Partner with the Sr. Director, TM, HRBP and TM leads to identify and assess metrics, measures, and key analytics to assess leadership talent and pipeline health for the respective business area.

• Liaison. Engage with the other areas of TM as needed (Leadership Development, accelerated development, Assessment, Culture and Engagement, etc…) to facilitate the planning and delivery of talent solutions for the assigned business area.

Minimum Qualifications:

• Must possess a minimum of 5 years of experience in talent management, performance management and succession planning, or leadership strategy.

• Strong relationship building, influence, conflict management, critical judgment and negotiation skills.

• Experience developing, implementing, and managing processes used to assess and develop leaders. Strong experience in the identification of high potentials, and succession management/planning

• Experience developing and delivering training and consultation to leaders on talent management programs and process including performance management and succession planning.

• Excellent verbal and written communication skills and be able to effectively communicate across multiple job levels both in and outside of the HR function.

• Ability to plan, organize, and manage multiple projects simultaneously.

• Experience with process flows and functionality of talent management and succession system or tools.

• Proficient in Microsoft Office suite, specifically Excel, PowerPoint, and SharePoint.

• Demonstrated ability merge multiple sources of data and conduct analysis to identify trends and uncover insights.

• Highly flexible, with the ability to identify, analyze and solve problems systematically.

• Tolerance for change in transforming organization and developing talent management team.

• 10% travel.

Education:

• Bachelor's degree required, Master's or PhD degree preferred in HR, OE, Industrial/Organizational psychology or related field.

Preferred Qualifications:

• Ideally 2+ years in consultant role or position with significant consulting experience

• Talent Management experience across multiple sites/businesses

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