Talent Development Management Partner

Overview

The Talent Development Management Partner is a strategic project leader partner working across the organization. Experienced in the talent management arena, their expertise will flourish with experience in change management, talent management, employee engagement, leadership development, performance management, and other projects and processes. This role will provide human resources services throughout the organization, including strategic guidance related to performance management, succession planning, retention, and workforce analytics.

Responsibilities

• Partners with Talent team, management, HR Business Partners, and other teams to develop and execute plans that optimize talent, structure and process.
• Collaborates with key stakeholders to develop and manage performance and talent outcomes that align with the business strategy and business practice to ultimately promote a positive employee experience.
• Conducts research and develop, design, and deliver custom consulting interventions related to talent identification and/or differentiation (e.g., surveys, assessments, trainings, models, tools, interventions) to meet business needs.
• Provides guidance to business leaders and HR Business Partners to promote engagement, increase productivity and retention, strengthen working relationships, build morale, and support a culture of diversity, equity, inclusion, and belonging.
• Conceptualize and develop tools and internal marketing communications to support Talent Management programs.
• Assists in the integration of complex business factors to build business capability, develop leaders and drive business change efforts.
• Develops processes to organize and streamline information flow and provides superior customer service to departments and employees.

Qualifications

SKILLS

• Resourceful and able to work independently with good judgment, initiative, and critical thinking skills.
• Maintain a high level of integrity in all business relationships, both internally and externally.
• Proven organizational, planning, project management and prioritization skills to ensure proper and timely completion of projects.
• Maintain a high level of confidentiality and professional demeanor.
• Commitment to quality work, customer service and a “can do” attitude.
• Subject matter expert with facilitation with client groups.
• Excellent communication skills, both verbal and written.
• Handle challenging situations with grace and tact.
• Proactive in achieving desired outcomes; solid problem solving and decision-making skills.
• Ability to work flexible and/or extended hours as needed.
• Adept and skilled leader and developer of people at all levels.
• Strategic thinker and planner as it relates to role of HR working with departments/divisions in the enterprise.
• Demonstrated knowledge of and ease of using various HR tools and systems.

EXPERIENCE/BACKGROUND

• Experience with succession planning and development.
• 7+ years’ experience successfully managing multiple priorities & projects through successful delivery and implementation under time, budget, and political pressure
• 3-5 years’ experience developing and implementing customized organizational development / talent management solutions initiatives
• Experience with employee engagement leader discussions and action plans.
• Experience partnering with stakeholders at all levels.
• Demonstrated knowledge of HR employment law, regulations, compliance, and practices.
• Proficient in Microsoft Office suite.
• 3-5 years’ experience in organizational development and/or organizational design; preferably for a large multi-state company
• 5-7 years’ progressive experience in one or more specialty functions of Human Resources, with a significant portion focused on talent management (e.g., employee and/or leadership development, organization design, organizational development, training, performance management) and a mix of operational, strategic, and systems thinking experience