Director of Talent Management

Job Description

Job Summary
The Sr. Director of Talent Management is responsible for shaping and implementing strategies that will help us attract, retain, and develop high-performing employees. The Director Talent Management helps to oversee the talent life-cycle: attraction, recruiting, onboarding, employee learning and leadership development programs, succession plans, talent review, internal mobility, and diversity equity & inclusion (DE&I). To be successful in this role, you will have a solid understanding of learning and development, talent acquisition, and the overall talent management agenda. The right candidate will also possess business partner capabilities along with a strategic mindset to build and implement an annual talent management strategy aligned with workforce planning and

developing a skilled workforce.
Role Objectives
Build internal and external talent pipelines that align with our workforce planning needs and business objectives.
Serve as a partner with the People Team/HR to develop effective sourcing and recruitment strategies and talent management expertise that result in client satisfaction.
Assist the Director of Talent in continuing to improve the TA team and develop processes for better effectiveness
Develop, initiate, and maintain effective programs for workforce retention, promotion and succession planning.
Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company’s diversity and inclusion strategic plan.
Responsibilities/Duties
Advise and collaborate with key stakeholders to implement core talent review, performance management, and succession planning processes to enable the execution of current and future strategies.
Implement and drive high impact development planning tools to enhance talent readiness and promote visibility
Leverage data and analytics to measure the effectiveness and return-on-investment for our programs
Identify and implement strategies to enhance the internal talent pipeline, considering workforce trends and existing capabilities
Build our learning and development capabilities to drive the talent agenda
Support internship, co-op, and other leadership development programs
Drive talent calibration and reviews with leadership teams
Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring.
Identifies opportunities to improve function-specific processes to better align with organizational goals.
Monitors use of budgets and identifies cost-effective approaches to adhere to them.
Build and lead a high-performing team, fostering a culture of excellence, collaboration, and innovation.
Support mentorship, guidance, and professional development opportunities for team members, guiding them toward contributing to the overall success of the organization.
Educate the business about talent management processes, tools, and best practices
Bring an inclusion and diversity lens to all talent related programs
Partner with HRIS team to integrate Talent management processes with technology solutions
Ownership of the onboarding program
Serve as a liaison to grow Employee Resource Groups (ERG’s) to maximize engagement and benefit
Required Skills/Abilities
Excellent verbal and written communication skills with the ability to develop and present comprehensive reports.
Excellent interpersonal and negotiation skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills with a proven ability to exercise initiative, judgment, and discretion.
Strong leadership and collaboration skills; ability to partner across functions to provide consistency.
Proven track record in team building and prior success in leadership development; ability to motivate teams and simultaneously manage several competing initiatives
Ability to function well in a high-paced and at times stressful environment.
Proficient with Microsoft Office Suite or related software.
Education and Experience
Bachelor´s degree in Human Resources, Business Management, Organizational Development or related.
8+ years experience in HR and/or tangential fields. Must include 5+ years experience in Talent Management; 3+ years in a leadership position with demonstrated success of team building 1+ years experience as a Strategic Business Partner
Proven track record in team building and prior success in leadership development.
Strong written and oral communication skills.
Well organized and takes initiative Strong consulting skills with the ability to work with executive level leadership.
Ability to handle confidential information in a mature and professional manner.
Proficient in MS office products e.g., PowerPoint, Excel, Outlook