In this newly created role and reporting to the CPO, the Head, Learning & Talent Management will lead the design, development, implementation and administration of employee engagement, learning and development, organizational design/change and talent management.

She/He will serve as an expert in the field of talent management and provide in-depth consulting to People Partners and the organization on the approach to integrating talent management strategies into the business. This role will be responsible for building and managing our processes and programs including employee engagement, performance management, succession planning, talent reviews, leadership development, and key talent identification.

We are a med-size firm and are looking for a strategic and operational incumbent who will lead the design and also be comfortable with rolling their sleeves up to execute.

Position Responsibilities:

  • Consults with people partners & business leaders to assess talent and organizational needs, develop solutions and lead successful implementation of programs in support of desired changes and evolve and maintain a healthy and thriving culture
  • Develops Enterprise Talent Management Approach: In alignment with business needs, supports the development of the organizational approach to talent management including building the foundation of core talent management practices, guiding principles, and philosophies aligned to the overall talent philosophy
  • Designs talent management practices and develops an overall strategy for core portfolio programs that result in improved business outcomes
  • Serves as the internal subject matter expert regarding talent management best practices as well and talent management processes where no programmatic offering previously existed – e.g., performance management cycle and components, promotion reviews, calibration/talent reviews, talent assessment, succession planning, and career development
  • Designs and creates metrics to evaluate effectiveness, ROI and inclusivity of programs, and identifies insights that will drive continuous improvement
  • Partners with People Analytics to ensure cleanliness and integrity of our talent data, and will produce and present People data insights that enable us to make great decisions about our talent
  • Leads the overall management of the performance management process throughout the year and creates a culture of accountability, pay-for-performance and ongoing feedback through meaningful conversations
  • Works with people partners to champion and support performance growth and career development, with tools to support the process
  • Leads all aspects to organizational change management efforts for HR that incorporates philosophy, tools, and methods when organizational change is required
  • Works together with PLT to drive the adoption of change as the company continues the journey to a more simplified, competitive, compliant and tech-enabled organization § Supports organizational design efforts and works across the organization to consult on levelling, titling, competency alignment
  • Ensures ongoing review of the impact of the process through analysis of performance data and propose design improvements to continually ensure a simple, impactful, relevant approach to performance management with shifting organizational needs
  • Establishes a talent mindset through the design, development, implementation, and management of talent identification processes including key talent assessment and identification, succession planning, and talent reviews
  • Provides an effective process for talent planning and partners with People Partners to implement annual succession planning, as well as regular talent review sessions, to assess and calibrate the organization's talent, build bench strength, identify and mitigate the risk for critical positions, identify future capability needs and establish long-term people strategies to build capabilities
  • Builds systemic processes that enhance our capability to identify the internal talent pipeline, as well as retain top talent through additional development opportunities
  • Builds Performance Management and Succession Planning systems, processes and tools to effectively provide feedback, assess, develop and manage talent.
  • Designs the annual bench strength analysis evaluating the strength of the succession pipelines against future business needs and providing recommendations for talent actions
  • Reviews, assess and recommends talent assessment tools such as 360s and leader/functional assessments and make recommendation for future direction of talent assessment in the context of the talent management strategy and future business needs
  • Creates learning and development strategies + solutions that address workforce capabilities, skills and competencies needed to support current and future business strategies, including LMS considerations
  • Uses competitive trends, talent data and analytics to drive organizational effectiveness § Leads the annual employee engagement survey program management, including a mid-year pulse check
  • Prepares engagement progress updates and relevant benchmarks and collaborates with People Partners on company and team action items
  • Prepares trend reports and compares multiple sources of data including focus groups, exit interviews, surveys and skip level meetings
  • All other duties as assigned

Position Requirements:

  • An under-graduate degree is required in HR/Psychology; a master’s degree/MBA is preferred
  • SHRM-SCP, SPHR, ATD, coaching certifications are a strong asset
  • A minimum of 10+ years of talent management experience some of which includes talent management, career development, organizational design, workforce planning, performance management, employee engagement
  • 5+ years of leadership development experience; people partnership experience is an asset
  • Experience with HCM/LMS platforms such as Workday/SuccessFactors/ADP/Sabre/etc.
  • Strong Experience developing and implementing large scale learning and talent management programs
  • Certification in talent instruments such as Leadership Circle, Hogan, DISC, MBTI, etc. is a plus
  • Experience working and leading cross-functionally in a high growth business environment
  • Proven experience and success with implementing organizational development strategies and initiatives
  • Provides market expertise and direct experience of developing and implementing the very best talent and leadership strategies § Demonstrated experience influencing, working with and coaching effectively at all levels of the organization
  • Proven track record in developing collaborative partnerships with HR pillars, stakeholders, leaders and others to drive results
  • Ability to exercise good judgment and discretion; maintain confidentiality
  • Strong attention to detail, organization and the highest standards for accuracy and precision & gets things done within the formal and informal structure(s)
  • Strong multi-tasking and prioritizing abilities while being nimble and adaptable
  • Demonstrated integration and strategic planning skills
  • Demonstrated written and verbal communication skills
  • Projects the highest levels of integrity while winning through a consultative and embracing personality §
  • Superior interpersonal communication and presentation skills as well as proven organizational skills
Location: Remote USA,