Job Description

The Global Talent Management team focuses on internal talent identification/review and associated processes, including succession/contingency planning, promotions, individual development planning (IDP), workforce planning, and performance management.

Additional Details:

NYC-based; hybrid schedule (4 days in office, 1 day remote)
This is not a Talent Acquisition or HR Business Partner role
Experience must be directly aligned to Talent Management
Level: Incoming Vice President

RESPONSIBILITIES

• Assess quantitative analysis and predictive modeling of internal and external data and benchmarks and make recommendations based on findings

• Collaborate with the Chief Human Resources Officer (CHRO) and HR Business Partners to understand the talent landscape and address talent gaps and development needs

• Assess return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirements

• Lead business units in succession and contingency planning

• Responsible for the creation of regional and global talent committee documents

• Manage initiatives for emerging leaders and leadership development

• Lead the talent review and promotion process, ensuring fair and consistent evaluation and feedback

• Manage the promotion pipeline in collaboration with Human Resources Business Partners (HRBPs), supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements

• Consult with stakeholders to understand business priorities, identify requirements and propose effective development solutions

• Link individual and team performance to development opportunities and promotions

• Work with business leaders to diagnose business line performance problems and organizational effectiveness issues

• Conduct performance management, including advising on development opportunities

• Responsible for developing and implementing talent development initiatives with a focus on internal mobility and career development

• Identify opportunities for improvement within HR through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas

• Develop papers and materials for senior committees and regulators to demonstrate compliance with expectations, and highlight risk and mitigation as required

WORK EXPERIENCE

• 6+ years of experience in talent management or HR business partner roles

• Extensive experience in talent review, succession planning, workforce planning, and performance improvement and management

• Proven success in talent development and development programming

• Experience managing the promotion process

• Experience in a complex global environment

• Has experience incorporating diversity, equity, and inclusion into talent processes and practices

FUNCTIONAL SKILLS

• In-depth knowledge of talent management principles, practices and tools

• Strong proficiency with quantitative analysis and predictive modeling in relation to workforce planning

• Proven strength in talent identification, performance review, performance management and talent development

• Developmental assessments: 360-degree assessments; simulations; high-potential assessments; personality assessments; skills assessments; competency assessments

• Goal-setting best practices: individual development plans; specific, measurable, achievable, relevant and time-based (SMART) goals

• Workforce planning approaches, techniques and analyses: forecasting; build, buy, borrow and bridge strategies; attrition; gap and solution; supply and demand

• Exceptional meeting facilitation skills

FOUNDATIONAL SKILLS

• Strong communication and influencing skills

• Identifies multiple paths to success using analytical and critical thinking as well as decision-making skills

• Operates strategically to support a culture of continuous improvement and systems thinking

• Makes sound business decisions in a complex work environment

• Collaborates with other business functions and divisions to advance business objectives

• Is flexible, decisive, and able to establish support from leadership

• Monitors industry trends and best practices and applies insights to advance the business

• Exhibits and fosters optimism, resilience, flexibility, and openness to others' ideas

• Inspires innovation and values learning as a lifelong professional objective

• Leads by example, engaging inclusively and with intent

• Always acts with integrity

EDUCATION

• Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferable

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