Director, Talent Management Resume Samples

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M Connelly

Misael

Connelly

464 Hauck Station

Phoenix

+1 (555) 111 6534

464 Hauck Station

Phoenix

Phone

p +1 (555) 111 6534

Experience Experience

Houston, TX

Director Talent Management

Houston, TX

Wolff, Glover and Sawayn

Houston, TX

Director Talent Management

Leads or plays a key team role (depending on project life cycle and business priorities) in design, development and execution of global OD and talent solutions including strategies, framework, tools, and metrics. Example areas include
Envision, own and successfully implement the Talent Management agenda supporting the various functions of AbbVie across the WE&C region. This will include implementation of Talent Management philosophy in a consistent, yet locally relevant manner across the region
Work closely with the VP of Talent Management and the HR Business Partner Community to execute the annual Talent Review process
Own and drive the fulfilment of key metrics in the WE&C region around leadership bench strength, talent pipeline, performance calibration and leadership assessment
Create an environment that role-models the AbbVie Ways We Work – in the function and in the manner in which Talent Management is run across the company
8 years in Human Resources Management with emphasis in Talent Management practice and process development
Effective in managing complex projects across multi-disciplinary, matrix environments

Philadelphia, PA

Director, Talent Management

Philadelphia, PA

Weissnat-Braun

Philadelphia, PA

Director, Talent Management

Develops talent management & succession planning metrics with the management team that drive optimal talent pipeline performance
Develops talent management succession planning metrics with the management team that drive optimal talent pipeline performance
Proven track record of collaborative working, building strong working relationships with both line management, Regional and Global HR
Collaborates with training/development & field HR teams to continually assess the effectiveness of management development tools and processes
Stay abreast of current trends and best practices in Talent Management, providing continuous improvement
Collaborates with Managers to identify and develop key career development initiatives to ensure a constant pipeline of talented and diverse applicants
Provide change management and project management support to the region to ensure successful cultural changes with regards to diversity and inclusion strategies

present

Houston, TX

Senior Director, Talent Management

Houston, TX

Gottlieb, Skiles and Auer

present

Houston, TX

Senior Director, Talent Management

present

Operationalize our global career management agenda in support of PepsiCo's operating model (POM) and ensures that PepsiCo stays in the forefront of talent development, retention and culture
Partners with the HR COEs (including Talent Acquisition, Total Rewards, Learning, Talent Management and Talent Assessment) to deliver PepsiCo's global career philosophy and supporting strategy, processes, and tools, to ensure a consistent, employee-centered design
Responsible for the creation of the National Talent Review Summary. This is the culmination of the national talent review process and includes the preparation of key data and information to top leadership within Comcast. The insights identified through the process inform the national talent management strategy and provide importance guidance to the Divisions and Business Units
Oversees the ongoing development and execution of Comcast Talent Management tools and processes. Responsible for the adoption of the Talent Management Dashboard tool and usage. Leads the change management, communication and training efforts in support of the Talent Management Dashboard adoption. Monitors the latest research on talent management analytics and provides recommendations of how to continually improve our tools and measurement
High professional standards regarding internal customer service and confidentiality
Review and recommend University Relations go-forward strategy for New York offices; maintain relationships with educational institutions; manage annual Internship program
Participates in short and long-term strategic planning efforts

Education Education

Bachelor’s Degree in Human Resources

Northeastern University

Bachelor’s Degree in Human Resources

Skills Skills

Strong customer focus with the ability to effectively and quickly build relationships and establish trust, respect, and confidence
Demonstrate ability to use excellent judgment in operating strategically but supporting direct reports to manage the detail
Attention to detail, while able to keep the big picture in mind, and a strong sense of logic
Ability to lead a team to deliver high quality expertise within the Talent Management arena
Strong organizational skills with ability to manage multiple priorities in a fast-paced environment
Strong PC, Excel, and Power Point skills as well as a basic understanding of Access
Ability to direct organisational change efficiently and effectively: able to lead despite high levels of ambiguity
Strong analytical skills and proficiency in Microsoft Office applications and HR systems
Ability to coach management on creating quantifiable objectives for closing gaps
Strong planning, organizing, leading and process management knowledge

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Director, Talent Management Resume Examples & Samples

Member of the Lucasfilm Singapore Executive team, reporting to the General Manager
Directs and manages the Singapore Talent Management team including Talent Production Managers and the Training team. May manage one or more group of artists directly
Provides clear vision and strategy around talent management and development in Singapore, including advising on overall artist and production support compensation strategy, forecasting hiring needs, and shaping a consistent and thoughtful approach to performance management and career development
Through a strong understanding of ILM and Lucasfilm goals, provides strategic oversight of of capacity planning and analysis, including scenario planning for bidding purposes. Provides strategy and insight for optimal artist mix in Singapore and develops and implements plan to achieve strategic headcount targets
Partners with and coaches Talent Production Managers to help resolve employee issues, departmental issues and crewing and scheduling challenges on shows. Serves as escalation point when issues can not be resolved between artist management and show production teams. Partners closely with Singapore Show Production teams to foster close working partnership and to encourage collaboration
Develops strong working partnership with Singapore Human Resources and Recruiting teams. Works collaboratively across departments to proactively define and communicate ongoing recruitment requirements, including compensation and relocation planning, and changes in employment such as project extensions, status changes and layoffs
Directs Training team to create and implement strategic talent development plans to support future shows’ needs and larger studio strategic needs. Focuses on development of both technical and soft skills. Identifies key internal talent to nuture and shape into future studio leaders. Develops relationships with local schools to help shape curriculum and maintain Lucasfilm’s local reputation as a strong partner in visual effects talent development
Works with Director of Operations and Finance team to manage departmental budgets: overhead, fixed overhead, merit, contracts and contract renewals. Creates and fosters a consistent and sustainable approach to merit planning. Proactively plans for natural and expected attrition of expats. Participates in the Compensation Committee process and approves offers to new hire artists and production support staff. Must be willing to live with our means and deliver tough messages around compensation
Partners closely with ILM Singapore Studio Supervisor to ensure shows are staffed for success and that big picture, all shows share the wealth of talent as equitably as possible
Serves as primary point of contact for ILM Executive staff for Singapore talent strategy and show staffing plans and collaborates closely with Executive in Charge of Production and Technology Management. Liaises with reps from all of ILM’s global locations to move key talent across ILM locations where appropriate
Develops internal communication strategy, with the ongoing goal of keeping Singapore artists and production support staff apprised of studio and company developments, strategy, etc. where appropriate Conducts consistent CG department meetings in partnership with Talent Managers and develops close connections to Singapore artist and production support team. Is visible and approachable to employees of all levels
Participates in artist performance reviews as needed and contributes to the reviews when appropriate. Provides performance feedback to direct reports and writes annual reviews
Escalate and discuss serious issues to Lucasfilm Singapore Executive team and ILM Executive team. Proactively identify and manage potentially tricky situations around morale and studio relations with artists
Bachelor's Degree in Film, Art, Communications or related field or equivalent work experience required
Minimum 8 years experience in show and or department leadership role at entertainment production company. Strong production and people management skills required
Must have a specific understanding of visual effects techniques, scheduling and throughput
Strong production best practices and technology knowledge required
Proven track record of fiscal responsibility and experience with compensation strategy and planning
Must be a compelling communicator with a strong point of view and a proven ability to influence others through diplomacy. Must be able to articulate ideas effectively
Strong communication, listening and people skills are essential. Must be an outstanding people manager/supervisor, mentor and collaborator
Must be a fearless decision maker who will use strong follow through to ensure the long term success of the plans we’ve committed
Excellent computer skills including: Word, Excel, Microsoft Outlook, PowerPoint, Visio and Filemaker
Previous experience with databases

Director Talent Management Resume Examples & Samples

Leads or plays a key team role (depending on project life cycle and business priorities) in design, development and execution of global OD and talent solutions including strategies, framework, tools, and metrics. Example areas include
Minimal of 10 years of experience in HR, OD or related field
Bachelor’s degree is required. Advance degree in organizational development, industrial/organizational psychology or related field preferred
Demonstrates subject matter expertise in HR broadly (e.g., HR business partner experience), talent planning, performance management, talent review and succession planning
Ability to build capability internally without reliance on external vendors
Internal or external consulting experience in areas such as leadership development, competency modeling, assessments, leadership coaching, performance management, change management, workforce alignment and employee engagement
Excellent interpersonal skills with a track record of effectiveness as a team player and project leader who gets results
Flexibility and ability to adapt to changing conditions
Demonstrates initiative and ability to work with limited guidance
Experience influencing and building credibility with executive leadership

Director, Talent Management Business Partner Resume Examples & Samples

Consult with Sr Business Executives on all aspects of the TM function that includes but is not limited to
Performance Management, Competencies, Career Pathing
Talent Management strategy, design and routines
Business readiness & Change Management
Be the single point of contact to HR Business Partners for all aspects of the TM function
Implementing enterprise TM programs within the LOBs in conjunction with HR Business Partners
Partnering with TM COEs to develop client based solutions
Building deep business acumen and relationships within assigned LOBs
10+ years combined experience in designing and leading organizational effectiveness, leadership development, performance enablement, executive engagement & assessment, and talent management strategies
Experience in driving the integration of a broad set of Talent Management solutions as part of overall HR game plan
Experience in a similar role supporting a large geographically dispersed organization within a large financial services company
Experience designing and conducting organizational assessment and analysis (i.e, span of control analyses, reorganizations, etc.)
Ability to engage and partner with Senior Business Executives
Exceptional facilitation and project management skills
Strong communication and presentation skills one-on-one, with small and large groups
Experience in mergers & acquisitions, joint ventures and related business transactions is highly preferred
Prefer Master’s Degree/Ph.D. in Industrial/Organizational Psychology or related field of study and/or MBA with focus on Organization Development or job experience in Organization Development
Strong track record of leading and developing managers and associates within your direct responsibility
Ability to deliver for complex client and strategic business initiatives

Director, Talent Management Resume Examples & Samples

Define, develop and deliver global University Relations Program models, resources and tools for Ralph Lauren
Stage and manage a series of social activities, learning and development events, and senior leadership interactions for interns participating in the New York/New Jersey internship program over the course of the summer
Develop and lead Intern recruiting strategies (both corporate and creative internship programs) in fulfillment of Ralph Lauren’s entry-level pipeline demands
Collaborate closely with Senior Ralph Lauren creative and corporate leaders to continually refine the internship program
Liaise with Human Resources partners globally to develop and refine University Relations best practices
Maintain the University Relations chapter in Governance and fine-tune as needed
Mentor, and support, past interns that have joined the Company on a full-time basis to ensure development and retention
Partner with Talent Acquisition to ensure successful interns are hired for entry-level roles when needed
Maintain standard On-Boarding process for all candidates globally, ensuring consistent follow-up during assimilation of entry into the Organization
Act as first point of contact for New York/New Jersey employees at all levels of the company from senior executive to associate
Ensure that orientation is an immersive introduction to the company, brand and culture and that the Ralph Lauren intangibles are effectively transmitted to our new hires
Owner of the On-Boarding chapter in Governance
Follow-up with current VP and above candidates as they transition into different leadership roles within the Organization
Continue to fine-tune the On-Boarding practices for the first year and beyond
Maintain the 30 Day New Hire Survey and ensure HR compliance
Compose organizational announcements for posting on Polo Express as they related to organizational changes, personnel announcements, etc
Oversee the ongoing maintenance of the Ralph Lauren Career site

Director, Talent Management Resume Examples & Samples

Consults with HR and Business partners to understand Talent Management needs and subsequently constructs a program to deliver on these needs
Develops a framework and accompanying processes (Talent Management Strategy) that enables the business to leverage credible programs (i.e. Succession Planning and Executive development) to build a viable pipeline of talent to support business growth and productivity
Drives organizational diversity and inclusion initiatives
Supports the creation of documents, communications, and implements a strategy for each Talent Management initiative
Provides Change Management consultation for all Talent Management initiatives, including
Acts as a facilitator between Corporate Talent Management and business unit or the field
Establishes key metrics and measurements for each Talent Management program
Captures industry materials, such as research reports, articles and case studies, with internal analysis, both qualitative and quantitative in nature, to communicate a comprehensive view of information available to business partners
Critical to the success of this analysis will be formulating appropriate implications and recommendations
Understands and delivers the data and analysis needed to enable strategic Talent Management business discussions and decisions
Manages the Talent Management tools and process, while continually seeking improvements and efficiencies
Works to develop the knowledge and acumen for talent management across all leaders in the organization
Provides research, analysis, consultation and recommendations of the strategic planning process for the business unit. Develops, maintains and communicates the business unit strategy and initiatives
Develops and implements recruitment, staffing, and retention strategies that support business objectives, improve employee and business performance, and gain a return on investment for the business
Ensures Company meets or exceeds strategic recruiting internal progression requirements
Monitors staffing levels and implements strategies and procedures to assure consistent achievement of succession plans
Develops talent management succession planning metrics with the management team that drive optimal talent pipeline performance
Collaborates with training/development field HR teams to continually assess the effectiveness of management development tools and processes
Collaborates with Managers to identify and develop key career development initiatives to ensure a constant pipeline of talented and diverse applicants
Directs internal and external recruitment (director above) activities and relationship building with businesses, government and community service agencies, colleges, employment agencies, and search firms
Organizes and conducts education programs to ensure compliance with current laws, regulations, and company policy related to recruitment and placement
Consistent exercise of independent judgment and discretion in matters of significance
Must possess project management skills in order to work and lead several projects at the same time
Must be able to communicate information in a concise and precise manner to top management to assist in decision-making
Must possess extensive research and analytical skills, with deep HR Leadership Development subject matter knowledge
Must have a desire to enhance the strength of data by uncovering the underlying story and identifying parallels with external research and trends
Strong oral and written communication skills, specifically in a strategic planning capacity
Attention to detail, while able to keep the big picture in mind, and a strong sense of logic
Minimum of 8 years of demonstrated talent management experience
Proven ability to consult with HR stakeholders, of all levels, and develop and execute solutions accordingly
Experience effectively developing Talent Management programs or processes to enhance strategic HR decision-making
Demonstrated strong project management and organization skills to handle small as well as large projects. Ability to manage multiple projects with conflicting priorities and deliver projects on time with excellence
Solid understanding of the HR function, including Talent Management
Strong analytical skills with the ability to identify problems, determine how to solve problems, evaluate alternatives, provide implications and recommendations, assess risk and make timely decisions
Prior experience in consulting on organization design using external market research to support the process
Experience in the change management aspect of new programs and initiatives
Demonstrated technical proficiency with Microsoft Excel and SAP, or other HRIS system
Strong PC, Excel, and Power Point skills as well as a base understanding of Access

Director, Talent Management Resume Examples & Samples

Ensures Company meets or exceeds strategic recruiting & internal progression requirements
Develops talent management & succession planning metrics with the management team that drive optimal talent pipeline performance
Collaborates with training/development & field HR teams to continually assess the effectiveness of management development tools and processes
Directs internal and external recruitment (director & above) activities and relationship building with businesses, government and community service agencies, colleges, employment agencies, and search firms
Must possess extensive research and analytical skills, with deep HR & Leadership Development subject matter knowledge

Director, Talent Management Resume Examples & Samples

10+ years of post-university work experience, including a minimum of 5+ years leading a Talent Management or Organization Effectiveness business unit
Deep talent management and project leadership experience; experience leading performance management, talent review and succession planning strategies/processes
Proven track record of being able to assess, diagnose and design creative and innovative talent management processes and solutions for a skilled and professional workforce
Strong analytical skill set and familiarity with talent metrics
Strong relationship building skills; proven track record of building collaborative partnerships as the basis for being able to influence direction and drive change
Exceptional consultative skills that combine thought leadership, influential communication, and strategic problem solving to design and drive people-related change; proven experience designing a plan/program/process and then systemically executing. Experience as an internal or external consultant highly desired
Excellent interpersonal skills; a team player who is able to act as both a leader and an individual contributor as required
Confident and effective communication (written & verbal) skills

Director Talent Management NAM Resume Examples & Samples

Regional team leadership (including Canton and Canada)
Drive and oversee regional and global succession planning and leadership development programs and processes that include the identification, development, and career management of senior-level and mid-level high potential employees
Develop and execute the regional talent pool strategy, working to identify, develop, and retain future leaders
Manage and facilitate regional annual calibrations and periodic talent review meetings for senior leaders
Provide consultancy, tools, and techniques to managers, leaders, and HRM to help identify and develop high-potential employees
Partner with business leaders and HRM to identify trends and underlying themes to set the strategy of best practices that bring value and change to the business. Ensure visibility of themes and trends to the OD/OE organization for demand and change management purposes
In collaboration with HR Business partners, co-creates the regional people strategy that aligns to Market business strategies
Partners with the internal OD/OE function on themes and trends which require in depth diagnosis, organizational change, individual & leadership tools, as well as high performing teams interventions
Team leadership and ability to inspire, motivate, and coach employees in person and virtually
Generalist experience of end to end talent management processes (performance management, succession, talent reviews, onboarding, learning, etc.)
Business Capabilities: Commercial awareness, business acumen, customer focus, aligning Talent & HR Strategy, knowledge of the Talent key processes to use and impact on the people outcome and strategy
Consulting Capabilities: Strong skills with ability to analyse the situation and provide solutions, strong counselling and coaching skills, ability build trustful relationships with key stakeholders and HR Business Partners; Consulting mindset with strong executional skills
Strong regional and global mind set, able to think and act strategically, tactically, as well as operationally
Strong facilitation and presentation skills especially on senior management level. Articulate and clear in written and verbal communication. Engaging presentations to large groups and teams. Provides ideas and thought leadership on people topics. Confident, creative and collaborative and role models this within the team, coaching others across the team
Proven track record in implementation of concepts & tools into practice (influence, implement & sustain)
Ability to influence senior leadership to gain support for implementing new strategies
University Degree in Human Resources, Business, or a related area
Minimum of 8-10 years’ work experience in HR Management, Talent Management, Leadership & Learning or relevant field within different areas of an internationally matrixed organization (HQ, Region, Area/Sub)

Director, Talent Management Resume Examples & Samples

Post-secondary degree or diploma in Human Resources Management, or equivalent education and work experience
8-15 years relevant human resources experience, with a strong generalist background
Previous experience in the advertising/media, communication, digital/technology or related industries strongly preferred
Strong understanding of provincial employment regulations and requirements
Social media savvy, with experience using various social media applications (Twitter, Facebook, and LinkedIn) to communicate with employees and potential candidates
Strong technical skills including MS Office, Talent Management systems, and HRIS; PeopleSoft and Silk Road experience an asset but not required

Senior Director, Talent Management Resume Examples & Samples

Operationalize our global career management agenda in support of PepsiCo's operating model (POM) and ensures that PepsiCo stays in the forefront of talent development, retention and culture
Partners with the HR COEs (including Talent Acquisition, Total Rewards, Learning, Talent Management and Talent Assessment) to deliver PepsiCo's global career philosophy and supporting strategy, processes, and tools, to ensure a consistent, employee-centered design
Accountable for strategic direction of career development processes and tools (including critical experiences, competency and career models) that support high quality career discussions, drive individual growth and promote organizational diversity
Partners with Sector-based TMOD, COE and SDT to address requests for services
10+ years' experience in applied OD consulting experience (internally or externally)
Ph.D. in Industrial-Organizational Psychology or related field preferred; MBA or Master's degree in I-O psychology or related field strongly preferred; Ph.D. in Industrial-Organizational Psychology a plus
Technical knowledge and experience with career tools, psychological and multi-source assessment (e.g., Hogan, 360-degree and other assessment tools)
Business savvy: ability to make our career philosophy approach and processes relevant and value add to associates globally
Collaborative, global mindset: Incorporates needs, wants and goals from different business units into enterprise solutions
Establishes and maintains effective working relationships at all levels of the organization
Strategic and conceptual thinking that is pragmatic and sensible
High sense of urgency to deliver
High integrity and ability to build trusting relationships
Exceptional project management experience
Ability to lead, inspire and manage technical and non-technical partners

Senior Director Talent Management & Organizational Effectiveness Resume Examples & Samples

Talent Management: Collaboratively develop, implement, and manage Talent Management initiatives. Provide consultation and oversight on all talent processes, such as succession management, talent assessment, selection processes, training and development, career management, performance management. Manage performance, succession and talent planning processes to efficiently and effectively integrate talent management as a business process led by business leaders and supported by HR
10+ years of OD, talent management, and leadership development experience
At least three years in a supervisory role
Experience in building/expanding OD and talent management capabilities in large organizations
Knowledge of best practices within the OD/TM community and the ability to tailor, adapt and evolve such practices
Significant breadth of knowledge on commonly used training concepts, practices, and procedures
Excellent interpersonal skills; engages and builds effective relationships across the organization
Professional certifications and designations are highly desired

Associate Director, Talent Management Lead Resume Examples & Samples

Partner with the Head Talent Management in the development and implementation of the overall talent, performance and pipeline build strategy for US GenMeds and CGTU ensuring linkage to our business strategy
Lead the transformation of the Performance Management philosophy, process and culture to drive high performance and enable a focus on development, and career growth
Lead the implementation of the Performance Management transformation and system implementation initiatives – connecting with key global and local Novartis stakeholders to ensure alignment on approach
Get to know our key talent to support succession and pipeline management
Co-facilitate the Executive Talking Talent sessions, and support with business and functional sessions as needed, designing the approach, preparing materials and ensuring leadership is prepared for the session(s)
Partner with the CEO, executive leadership team, senior leaders, D&I, our global colleagues, and HRBP’s, engaging their support and leadership with our talent and performance strategy and actions
Embed a regular ‘talent lifecycle’ rhythm of talent discussions and planning at all levels of the organization, with a focus on diversity and inclusion, succession planning and development
Ensure operational excellence and execution of all talent brokering sessions locally and globally, partnering with the HRBPs and Talent Acquisition
Manage the sales force performance management process and ensure link-ages with Oncology and integration with our Headquarters performance process
Counsel executive and other leaders on talent and performance solutions and practices to address their Build & Buy and workforce planning needs
Drive a leadership and development planning culture and lead efforts to build manager and associate capability in being talent leaders – designing manager capability and leadership tools where needed
Identify and embed talent and performance metrics and analytics, establishing benchmarks and KPIs for success
Identify drivers of retention and implement mitigating solutions
Create frameworks, toolkits, trainings and communications in partnership with our Communications Lead that support our talent, performance and leadership development processes and initiatives
Minimum 10+ years’ experience in creating, deploying and managing talent management and performance management strategies, programs and solutions linked to business growth objectives, in a highly matrixed environment
Knowledge and experience with best practices regarding succession planning, development planning, performance management, and talent attraction strategies to build external pools of talent
Demonstrated experience facilitating talent and performance management sessions with senior level executives and other levels in the organization
Ability to assess business needs and build solutions, practical models, tools and training that are easily understood by the business
Excellent relationship management, political savvy and influence skills necessary for effectively navigating with local and global needs stakeholders
Experience working with global stakeholders
Experience leading complex projects with strong detail orientation and strategic thinking
Experience working in the pharmaceutical industry
Experience incorporating a D&I strategy into talent processes and solutions
Experience developing programs that build manager capability to become strong talent and performance leaders
University relations experience in building relationships with outside organizations and agencies to build external pools of talent
Experience creating and implementing workforce planning strategies
Leadership of enterprise-wide and global talent and/or performance initiatives

Senior Director Talent Management Resume Examples & Samples

Partners with key stakeholders to design and develop effective talent management strategies and solutions that enable and align the organization (e.g., acquisition, internal growth, restructurings)
Partners with stakeholders to design and develop talent management programs to support the growth of diverse leadership, talent and technical capability in the business
Provides coaching and support to stakeholders (HR Business Partners) to pull thru talent management in the organization to facilitate the creation of value through people
Responsible for Mallinckrodt’s Talent Acquisition strategy, in addition to the management of the department budget, resources and liaison with external sourcing solutions
Responsible for the Engagement Survey design, management of the external vendor relationship and partnering with internal stakeholders on the interpretation and pull through of results
Primary interface with the organization’s Diversity & Inclusion Council and associated Business Resource Groups to leverage diverse leadership with business needs
Partners with other Center of Excellences to ensure coordination of HR strategies and processes across the organization
Responsible for identification and delivery of Learning & Development initiatives that support the organization’s strategies
10+ experience in Human Resource to include a leadership position
HR experience including strategic HR Business Partner and positions with Talent Management responsibilities
Experience in managing external vendors or relationships
People management experience strongly preferred
Experience in the Health Care industry required, Pharmaceutical strongly preferred
Ability to demonstrate a solid understanding of recruitment practices and trends
Proven experience working in a fast-paced environment with high levels of ambiguity

Director, Talent Management Resume Examples & Samples

In collaboration with senior leadership, develop, promote and facilitate Masco’s Organization and Talent Review process and culture on an enterprise-wide basis
Working closely with business unit and corporate senior leaders and HR on organization capability assessment, talent review, succession planning, and individual development plan execution
Organizational development support for managing through change and implementing best practices in global organizational effectiveness (organization structure, job design,team development, competency application, communication, organization diversity, etc)
Organizational and senior talent performance issue identification, analysis, business partner collaboration, and intervention
Effective organizational/leadership development interventions (multi-rater assessments,structural interviews, coaching and mentoring). Includes delivering one-on-one customized psychological assessment and feedback for senior leadership and co-creating effective development action plans
Partner with corporate and business unit HR to build and align our talent management processes, systems and reporting to ensure they are integrated with and supporting the Masco Operating System and organization’s strategic talent agenda
Group facilitation, training, and presentation to various organizational audiences
Provide strategic and operational oversight to the enterprise-wide diversity and inclusion initiatives
Manage and leverage relationships with external vendors in the performance management,succession planning, executive coaching and other related talent initiatives
Bachelor's degree in a relevant field (leadership, organizational behavior, I/O psychology) is required. Master's or PhD in Industrial-Organizational Psychology degree strongly preferred
A minimum of 10 years of experience leading talent management in a fast-paced, performance-driven culture
Demonstrated success as an internal and/or client facing external executive coach, consultant and advisor
Extensive experience using individual talent and organizational capability assessment tools and diagnostic instruments
Strong track record of meeting talent development needs in a geographically dispersed,decentralized, multi-unit organization
Deep knowledge of talent management processes and programs including talent reviews, succession planning, 70/20/10 development framework, experiential learning, competency modeling, etc
Technical knowledge and application of various psychological assessment and measurement tools including cognitive ability assessments, personality/styles assessments, 360 feedback surveys, organizational culture surveys, etc
Strong interpersonal, organizational and communication/presentation skills
Strong critical thinking skills - using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
Possesses complex problem solving skills – identifying complex problems and reviewing related information to develop and evaluate options and implement solutions
Strong leadership skills – willingness and ability to lead, take charge, and offer opinions and direction. Possesses high sense of urgency
Effective self-management and project management ability

Senior Director, Talent Management Resume Examples & Samples

Responsible for the advancement of talent development initiatives in partnership with the Talent Development team. Important tools include the Individual Development Plan (IDP), Career Experience Map, and the Talent Development Playbook. Evaluates the ongoing effectiveness of the tools, monitors progress across the enterprise and recommends new ways of driving access and adoption of these tools to every employee group
Oversees the ongoing development and execution of Comcast Talent Management tools and processes. Responsible for the adoption of the Talent Management Dashboard tool and usage. Leads the change management, communication and training efforts in support of the Talent Management Dashboard adoption. Monitors the latest research on talent management analytics and provides recommendations of how to continually improve our tools and measurement
Promotes and markets talent management tools and programs with field leaders to improve usage and improvement on key measures
Consistent exercise of good judgement and discretion with respect to highly confidential and proprietary company information
Generally requires 12+ years' experience

Director, Talent Management Resume Examples & Samples

Partner with the CHRO, Market/Client group and senior business leaders to develop talent strategy for the region that supports Manulife’s business strategy in the region whilst being aligned to Manulife’s global talent strategy and agenda
Understand all talent issues within the market and accountable to build up local talent capabilities
Provide thought leadership across areas of leadership and professional development, talent identification, succession and talent processes for Market/Client group delivering a unified “talent experience” across the array of talent processes and solutions
Facilitate integration of talent objectives into the divisional and country strategic plans
Member of global communities of practice to provide input from businesses and to understand the external market for talent
Lead the market talent management team and contribute to the HR team as a thought leader and partner to the regional talent team
Identify & assess high potential and high performing talent for development & succession
Plan and execute annual talent & succession review process for the market
Facilitate individual high potential career discussions in partnership with HR partners
Ensure assessment tools & development plans are in place for high potentials
Act as delivery point into business for deployment of COE programs into the market
Accountable to facilitate COE adapt to business local/specific needs & requests
Provide oversight of all Professional Development, Management Development and Leadership Development in the Market/Client group in collaboration with Global Leadership & Learning CoE
Needs analysis
Design of curriculum
Development of training materials, facilitator guides, quick reference guides
Delivery and implementation
Follow-up: post training pulse check
Partner with Talent Acquisition in the market mapping/ identification of skills and capabilities required to execute on market strategy in the short and medium term
Lead or participate in global projects as assigned, i.e. EVP, assessments, new workforce skills
Select/partner with vendors (when necessary) to develop/deliver programs and solutions
Ensure that all practices have the Manulife behaviours/ Success Profile as a foundation and fit with Manulife’s culture
Leverage external networks to identify industry best practices
Deploy and monitor solutions & programs to division/function
Responsible for the local market talent budget
10+ years of comprehensive HR experience, preferably in talent management
Knowledge and experience in areas of talent assessment, succession planning, mobility, managing high potential employees and in design and delivery of programmes for management and leadership development programs is ideal
Experience as a talent partner to the business and in driving business results through talent management
Prior experience with talent management systems and learning management systems preferred
Ability to work well with all levels of the organisation, with experience working in a virtual team and matrix organisation environment
Financial services experience preferred, but not essential

Director, Talent Management Resume Examples & Samples

Increased talent movement across technology organizations including laterals and promotions
Advance the % rate of internal promotions for Manager and above placements
Simplification and automation of TMP tools that support talent movement to increase the effectiveness and efficiency
Advance the % rate of talent profiles and individual development plans in place to drive employee engagement through talent development opportunities. Achieve this goal by creating awareness for, and fostering opportunities to develop talent cross functionally, laterally, and cross regionally
Enhance the Diversity mix for Manager and above. Specifically increase our percentage of females and people of color (under-represented) into Director and above level roles
Must possess extensive research and analytical skills, with deep Talent Management & Leadership Development subject matter knowledge
Strong oral and written communication skills, most importantly the ability to deliver concise and precise messages to top management to assist in decision making
Bachelor's degree or equivalent experience required, preferably in HR, Communications, Business, IT or Engineering. MBA or other post-graduate degree in Human Resources, Organizational Development or related fields a plus
Generally requires 10+ years related experience
Minimum of 7 years of demonstrated talent management, leadership/staff development or organizational consulting experience. Areas of experience must include some combination of the following: curriculum development/facilitation/program management, career pathing or skills mapping
Minimum of 5 years of executive and leadership coaching experience
Project management and organization skills to handle multiple projects (small and large) with conflicting priorities and deliver projects on time with excellence
Demonstrated data analytics capabilities with the ability to identify insights, alternative solutions and recommendations
Demonstrated technical proficiency with Microsoft Excel, SAP, or other HRIS systems
Strong PC, Excel, and Power Point skills as well as a basic understanding of Access

Director Talent Management Resume Examples & Samples

Envision, own and successfully implement the Talent Management agenda supporting the various functions of AbbVie across the WE&C region. This will include implementation of Talent Management philosophy in a consistent, yet locally relevant manner across the region
In close partnership with the Area HR Director of WE&C, the rest of the affiliate/country HR Directors in WE&C, Total Rewards, Talent Acquisition own and evangelize the Talent Philosophy and its associated processes for the WE&C region. The Talent Philosophy should result in an increased bench of talented leaders who are equipped to step into leadership roles within WE&.C and ultimately AbbVie
Own and implement Talent Management Processes that enable employees and leaders to understand and use these to manage their careers and their team’s careers as appropriate. This is to be accomplished through a team of HR leaders who are based across the company’s locations in the WE&C region
Establish and continuously enhance the credibility of the Talent Management function in WE&C specially and in AbbVie overall by effectively partnering with HR and the business leaders. Ensure this is accomplished through a strong understanding of the business and by establishing Talent practices that are relevant, appropriate and keeping with the needs of the business and the employees. Ensure this is also accomplished in a way that anticipates the needs of the business and is ahead of time in its requirements
Own the Talent Management governance processes around performance management, measurement and reporting. Ensure full compliance with local regulations in the region and with global HR policies that are relevant and applicable
Own and drive the fulfilment of key metrics in the WE&C region around leadership bench strength, talent pipeline, performance calibration and leadership assessment
Create an environment that role-models the AbbVie Ways We Work – in the function and in the manner in which Talent Management is run across the company
8 years in Human Resources Management with emphasis in Talent Management practice and process development
Proven experience leading teams directly and indirectly
Ability to build executive ready presentations, communicate with executive audiences

Senior Director, Talent Management Resume Examples & Samples

12+ years’ experience in talent management and organizational development within large global organizations that includes succession planning, performance management, organizational development, program development and change management
Experience working in a global context across multiple cultures
Deep knowledge of talent management practices required (i.e., assessment design, implementation, and analysis, performance management, succession planning)
Experience in the full project life cycle, including analysis, design, development, delivery and post-delivery support
Integration program/ project management experience in delivering medium to large scale projects including budget management
Plans and acts strategically

Senior Director, Talent Management Resume Examples & Samples

15 plus years focused in Learning & Organizational Development, with a background in leadership development, executive coaching, organizational development, talent management, change management, project management —including experience with leading high profile projects, strategy definition, process improvement, culture and system change, instructional design, team development, meeting facilitation and design, and communications
Experience working with senior leaders in providing strategic direction, vision, motivation and leading to a staff of OD and learning professionals. Creating decentralized learning support structures and systems
Requires: Bachelor’s Degree in HR, business or related field
Highly prefers: Master’s Degree in business, organizational behavior, HR mgmt. or related field preferred
Prefers: Certifications in Personality Assessments such as MBTI, DISC, EI, etc…
Experience in high tech software (SaaS) industries a plus

Director, Talent Management Resume Examples & Samples

National talent review process lead; Owns the project management of the annual process. Responsible for the preparation of tools and materials in support of the cable organization's talent assessment and review process, including preparing the Division and Business Unit talent management leads; creates and executes the annual communication, training and meeting process; owns the notes and action items and any follow-up communication
Responsible for the creation of the National Talent Review Summary. This is the culmination of the national talent review process and includes the preparation of key data and information to top leadership within Comcast. The insights identified through the process inform the national talent management strategy and provide importance guidance to the Divisions and Business Units
Responsible for nomination submissions to, and the management of, the Employee Recognition Review Board (ERRB); is the project management and communications lead for any nominations required for external or internal high potential programs; including oversight and program management of the Know Your Value initiative. Key partner to the ERRB, the Talent Development programs group, Diversity and Inclusion, NBCU, Integrated Talent Management, the Divisions and Business Units
Participates in short and long-term strategic planning efforts
Uses Expense budgets responsibly

Director, Talent Management Resume Examples & Samples

Leads the team which develops and implements Bell Helicopter’s talent lifecycle strategy and integrates Textron’s enterprise talent objectives
Designs and implements people strategies in order to meet organizational strategic workforce planning. These strategies include the annual company-wide talent review process, monthly talent focus with executive leaders, succession planning, performance reviews and related systems
Works with leaders to align structure and process to build the organization’s capability through effective organizational design
Leads the corporate measurement of human capital effectiveness and employee engagement. Develops and implements employee engagement strategies and leads the Bell Helicopter Engagement Team, comprised of leaders from all functions of the organization
Leads the design and manages the facilitation of Professional Learning and Development curriculums and related tools
Consult and advise on change management efforts across the organization. Lead the team that actively manages the change management processes associated with organizational development
Coaches executives and oversees coaching activities for leaders
Builds partnerships with senior executive leadership, directors, business and HR partners to increase consistency and capability to align strategy, design organizations and manage change effectively
International travel is required. Up to 15-20% total travel
Demonstrated experience in talent management, strategic planning, organizational development, change management, professional leadership development, employee engagement or related disciplines within a global or matrix organization. Previous leadership role at a director level or above preferred
Degree in business/HR or related field required (e.g., Organizational Development, Organizational Behavior, or related discipline)
Preferred advanced degree in business and/or psychology or related field highly desirable. (e.g. MBA, Ph.D., Organizational Development, Organizational Psychology)
Certification in recognized change management methodology (e.g. LaMarsh, Prosci, ASTD) preferred
Knowledge of strategic planning, change management and organization. design/development methodologies and principles. Knowledge of talent management principles and leadership development principles. Proven track record of driving talent management programs
Strong organizational skills with ability to manage multiple priorities in a fast-paced environment
Demonstrated experience in building trusting relationships at all levels of the organization, including senior executives
Possess the ability to maximize the potential of the team, effectively organizing the team’s efforts, investing in the team’s development, and creating a compelling vision inspiring outstanding performance

Director, Talent Management Resume Examples & Samples

Define and design Talent Acquisition and Talent Management frameworks, policies and processes in line with the overall Global Talent strategy for the delivery of high quality and cost effective Talent maintaining governance and control across EMEA
Facilitate the talent and succession process for the EMT Leadership talent pool at E07 and above roles to include providing coaching and career management to E07 and above
Lead the definition of key experience required for EMEA Leadership roles: E07 and above in order to provide transparent career maps for the EMT Leadership talent pool
Influence the design and implementation of a Global talent brokering policy and processes to ensure effective development and career management of Talent across HR
Lead the ongoing evaluation of all talent & succession activity and driving continuous improvement in line with external best practice
Lead, motivate and manage the Talent Acquisition and Talent Management team to effectively deliver the Executive Talent Acquisition strategy
Coach, develop and manage individuals
Track and monitor succession cover and agreed development actions for EMT Global Leadership
Lead the development of an emerging talent strategy that supports and contributes to the long-term succession capability of the HR Group
Lead and drive the Organisation Design principles of the Group, working in partnership with the EMT Global Leadership
Liaise with Senior Directors across the EMT Global Leadership, ensuring Executive Resourcing needs are delivered in line with succession plan and talent gaps and where appropriate to undertake headhunting activities for specific business critical talent gaps
Develop and drive the implementation of a “warming” and on boarding process for Executive hires across the HR Group
Design and deliver executive coaching for Senior Executives
Benchmark senior executive recruitment and selection practices against external standards. Make recommendations to ensure Equinix EMEA reaches and maintains world class best practice status
Ability to operate in a complex and diverse HR environment
Proven track record of collaborative working, building strong working relationships with both line management, Regional and Global HR
Ability to influence and persuade EMT Leadership about the most appropriate approach to the Talent’s agenda
Emotionally resilient in difficult situations
Ability to direct organisational change efficiently and effectively: able to lead despite high levels of ambiguity
Ability to operate in a complex and diverse environment
Proven track record of collaborative working
Ability to clearly communicate ideas, proposals, implications etc
Ability to lead a team to deliver high quality expertise within the Talent Management arena
Demonstrate ability to use excellent judgment in operating strategically but supporting direct reports to manage the detail
Drive and determination to achieve results and to lead change necessary to deliver results
Proven ability to manage risk effectively, take calculated risks and implement appropriate and mitigation strategies
Problem solver, both on operational and strategic issues through a pragmatic and commercially sound approach. Able to interpret information and finances to provide new and appropriate solutions / working practices
Results orientated; tenacious approach to delivery whilst handling complex and difficult situations with thought and confidence
Lead, plan, implement, coordinate, monitor and deliver the central HR Strategic plan for EMEA to include EMEA roll out of global initiatives
Participate in running the HR Function to achieve strategic value and high customer service
Develop project plans in collaboration with VP of HR EMEA and key stakeholders to execute strategic HR engagements including scope, deliverables, required resources, and timelines
Proactively identify and solve problems that impact the management and direction of the business
Work with key stakeholders to optimise OD and drive business performance
Custodian of Global policies and processes for the function and/or region
Manage a variety of cross-functional strategic HR initiatives and annual programs from project initiation until closure including post implementation reviews and imbedding key learning in to process improvement
Lead project teams to ensure overall project success, and will often need to deal with ambiguity and shifting priorities throughout the project lifestyle
Involvement in program activity which will vary in HR discipline, length, and complexity
Assign tasks and set deadlines to support the successful completion of project milestones and will report out on project risks and successes to VP of HR EMEA and key stakeholders
Recommend mitigation strategies to prevent and resolve risks that arise during projects
Practice ongoing process improvement on projects to drive for operational excellence within HR
Execute against the HR Governance Framework to ensure role clarity and responsibilities on projects and processes
Contribute to the development of HR communications to embed into the business lifecycle to improve employee engagement

Director, Talent Management Resume Examples & Samples

Champions Sun Life's talent management philosophy and partners with HR and business stakeholders to ensure Performance and Talent Review programs are designed and delivered in alignment with Sun Life's Talent Management and broader HR objectives while supporting the development of a high performance culture through properly assessing talent and following through on outcomes of these processes
Builds relationships with HR and Business leaders to provide consulting on specific business challenges including but not limited to developing a deeper understanding of their workforce regarding competencies, demographics, organizational development, risk areas for knowledge transfer and succession management. Provides advice, resources and direct intervention to improve the setting of annual goals and the assessment of employees against those goals and other criteria
Partners with the Compensation CoE on the annual performance cycle year-end process ensuring clarity of message on assessing employees against goals and other specific criteria thereby ensuring more accurate decisions are made regarding appropriate performance differentiation and reinforcing the behaviours that contribute to a high performance culture
Develops new tools and business processes related to Talent Management and oversees the global launch of these tools/processes including stakeholder consultation, design and roll out of change management and communication campaigns in support of impending changes and the design and implementation plan for training to support quick and thorough adoption of system or process changes. Identifies and develops local champions and ensures country specific launches are managed in accordance with the global plan
Designs/delivers ongoing continuous improvement feedback mechanisms to determine what areas of the talent management processes need refining, support or training to ensure the intended talent evaluation and development activities occur. Researches and makes recommendations on potential large scale changes arising from continuous improvement feedback. Develops and manages a communication plan to keep HRBPs updated regarding the most effective internal or external practices
Develops and maintains a deep understanding of the Workday talent platform in order to leverage tools for automation, simplification and integration of manual talent processes. This includes monitoring new developments and offerings from Workday to identify those tools Sun Life may want to pilot. Designs and conducts pilot programs and translates the results into improved processes and tools for the organization, including the implementation and change planning for these new approaches
Keeps global OD/HR partners informed and engaged through facilitation of regular talent operations meetings, group discussions on process changes, development of job aids/support tools and individual consultation
Deep understanding and domain expertise in linking and integrating talent management processes (i.e. performance management, talent identification and assessment, competency development, succession management, etc.)
Strong consultation, analytical and synthesizing skills
Ability to influence across multiple levels of leadership
Deep understanding of change management and ability to develop/execute change management plans
Addresses issues relating to talent processes from an implementation, quality and governance perspective. Gathers and analyzes information and develops recommendations for the Business Groups and Functions regarding the assessment of their human capital, particularly around performance, potential and suitability for future roles
Makes recommendations to AVP Talent Management regarding large scale changes to tools or processes
Elevates issues of non-compliance with succession plans, performance or talent processes
BA in Commerce, Social Sciences, HR or related
MA or MBA desirable
10 Years of experience in Human Resources with a focus on talent management including the design and delivery of performance management, talent review and assessment and succession management processes
A history of success in implementing talent management processes in a global, cross-cultural organization

Executive Director, Talent Management Resume Examples & Samples

Provide leadership and oversight to all human resource functions including staffing, operations, compliance, certification, benefits, compensation, and performance management consistent with federal and state laws, and FLVS priorities, policies and procedures
Counsel leadership in the development of the organization’s goals and programs from the perspective of the impact the programs will have on current employees, future staffing needs, and organizational structure
Translate the organization’s overall personnel needs into HR strategic and operational plans designed to enhance FLVS’ ability to attract and hire qualified candidates, as well as the performance management and training activities to aide in their retention and development, including the human resource operations required throughout the employee life cycle
Recommend a wide variety of solutions to address the organizational structure and staffing levels needed to accomplish the FLVS strategic plan
Provide strategic oversight of the total rewards philosophy and the design, development, and maintenance of the school’s compensation and benefits programs in support of the organization's goals to attract, retain and motivate employees
Collaborate with department leaders to continually develop and evolve initiatives and programs with respect to diversity and inclusion; understanding unique business and geographic challenges and needs to appropriately tailor those initiatives for success
Recommend, revise and maintain updated HR related policies and procedures in support of business needs, and in compliance with applicable laws and regulations
Serve as an internal consultant to directors, coordinators, and principals on organizational development, including philosophy and goals, job performance and productivity standards, and special program development and implementation
Consult with administrators on a wide variety of sensitive personnel issues (e.g., hiring, promotions, transfers, medical issues, return to work, etc.) for the purpose of assisting in effective decision making and enforcing all relevant policies, procedures, and regulations
Prepare a wide variety of complex written materials (e.g., plans, budgets, funding requests, reports, analyses, recommendations, procedures, etc.) for the purpose of documenting activities, meeting compliance requirements, providing audit references, making presentations, and/or providing supporting materials for requested actions
Supervise the maintenance of manual and electronic human resource documents, files, and records (e.g., background information, personnel files, vacancy listings, applicant tracking, substitute acquisition system; HR website, etc.) for the purpose of providing accurate information in compliance with regulatory requirements and established guidelines
Ensure all human resource administrative responsibilities are kept current and accurate, including but not limited to: job descriptions, personnel records, forms, data entry, policies, and practices
Recommend policies, procedures, and/or actions to the COO for the purpose of providing direction for meeting the district’s strategic goals and objectives
Collaborate with others (e.g., district, community organizations, regulatory agencies) for the purpose of addressing district’s objectives and implementing employment policies to meet program needs of FLVS
Establish credibility throughout the organization with management and employees in order to better utilize human resource services
Lead, manage, and develop assigned direct reports, ensuring team members have access to professional growth within the organization
Define appropriate metrics to measure, analyze, and report on the overall performance of the Talent Management Department
Supervise, direct and administer the preparation and issuance of contracts for personnel
Oversee and adhere to department budgets
Meet professional obligations through efficient work habits such as, meeting deadlines, honoring schedules, coordinating resources and meetings in an effective and timely manner, and demonstrating respect for others. All work responsibilities are subject to having performance goals and/or targets established
Eight years of progressive human resources generalist experience
Five years of experience leading a large team of HR professionals
Ability to balance strategic development, implementation and operational oversight
Ability to grow and develop new managers
Ability to communicate in a manner that builds relationships and engages and values others
Ability to problem solve and create win-win solutions
Demonstrated ability to develop high functioning teams
Skilled in change-management
Knowledge and understanding of human resources management to include staffing, performance management and employee relations, professional development, and benefits and compensation programs
Ability to interpret and apply policies, federal/state laws and regulations
Ability to establish, review, analyze and continuously improve processes
Ability to think strategically and work with and through people to develop goals, objectives and action plans aligned with the organizational objectives and needs in order to drive department performance
Strong verbal and written communication skills and presentation skills
Knowledge of database software and tools related to multiple human resource functions, including HRIS systems

Director, Talent Management Resume Examples & Samples

Superior influencing, stakeholder and relationship management skills
Proven ability to manage multiple priorities while delivering high results
Advanced facilitation and coaching skills

Senior Director, Talent Management Resume Examples & Samples

Develop a Talent Management strategy by researching best practices/trends and while performing analysis on effectiveness and competitiveness of existing talent management programs to present findings and creative solutions to management
Lead and guide in the development of talent management strategies including succession planning and readiness, leadership coaching, team and key talent/high-potential development, and performance management to address current and future business needs
Review, edit and enhance talent management programs including planning, forecasting and modeling on an annual basis
Develop effective analytics and metrics to influence program direction and monitor business impact and effectiveness
Lead and inspire the team to leverage their expertise, exceed customer expectations and facilitate change
Provide mentoring and career development to team members to strengthen their capabilities, build functional expertise and foster a collaborative, values-driven team culture of high standards, strong productivity and innovation
Ensure talent management strategies and solutions support existing and emerging business needs, and implement strategies to make talent management a competitive advantage
Direct the administration of a full range of benefits programs including program enhancements, benefit contract renewals, service contract administration, benefits enrollment and wellness programs
A minimum of 10 years focused in Learning & Organizational Development, with a background in leadership development, executive coaching, organizational development, talent management, change management, project management —including experience with leading high profile projects, strategy definition, process improvement, culture and system change, instructional design, team development, meeting facilitation and design, and communications
3-5 years working directly with the head of HR and senior leaders facilitating the integration of organizational culture and change with creative designs to bring culture to life via facilitating, partnering and coaching on how actions reflect and drive culture, weaving cultural standards into practice and processes and make culture real to employees
Experience with internal and external reporting such as: Executive Compensation (Say on Pay), CD&A, and other disclosures in the company’s annual proxy statements; Form 10-K; or registration statements
Thought leadership and strong management capabilities. Ability to influence at all levels in an organization

Director, Talent Management Resume Examples & Samples

Partner with business unit leaders to implement solutions that support alignment with organizational vision and goals as it relates to talent acquisition, training and development
Support the VP, HR Global Operations with workforce-planning efforts to effectively forecast, assess and manage capability and capacity
Advise on Make-or-Buy Capability and Capacity processes and procedures
Collaborate with BU and HR leaders to ensure a seamless recruitment, hiring and onboarding process that meets the growing and competitive needs for global talent and effectively assimilates new employees to Greif’s culture
Lead the implementation and maintenance of Greif’s performance management processes
Implementation of talent review and succession planning processes for the organization, ensuring consistent interpretation of performance and potential across the organization
Manage a competency model that drives individual performance as well as informs selection, assessment, career-pathing, and learning and development processes utilized within the organization
Partner with HR leaders to assess and develop talent within their business units thereby creating an on-going succession plan that builds strong bench strength for the organization
Develop and apply consistent training standards throughout the organization
Provide coaching to managers in all aspects of talent management processes
Identify metrics related to progress and success of programs and initiatives and communicate the value/results to the organization
Participate as an active and enthusiastic member of the HR Team, developing successful working relationships and contributing to the overall HR agenda
Lead initiatives to understand engagement drivers for Grief employees and lead the development of strategies to increase employee engagement and retention
Manage the Talent Management budget under the direction of the VP, HR Global Operations
Stay abreast of current trends and best practices in Talent Management, providing continuous improvement
10+ years of demonstrated experience and knowledge in Human Resources, Talent, and working with global teams
As a member of Greif’s HR team, s/he must be proactive, willing to provide new and meaningful alternatives to current practices and programs, while providing tactical plans required to accomplish the mission-at-hand
S/he will understand that work gets done through the operating people of the company, and thus highly developed teambuilding, influencing, and collaboration skills are required
Whereas Greif is known for a lean operating structure, this leader will be accustomed to executing much of the work without the support of extensive resources
Strong planning, organizing, leading and process management knowledge
Demonstrated track record of developing and sustaining effective and energized working relationships with teams to align people at all levels with Greif’s objectives
Ability to effectively assess individual talent and skills, and experience coaching individuals to improve performance
Talent Acquisition and Management
Familiarity with driving a succession planning program, inclusive of direct knowledge of identified high-potential talent
Previous success influencing without direct authority
Experience managing workforce planning efforts for both short- and long-term needs
Excellent negotiation, group facilitation, written and verbal communication skills
Direct knowledge of markets outside North America through direct experience "on the ground"

Director, Talent Management Resume Examples & Samples

Creates constructive and credible relationships with the senior operations teams in order to influence desired outcomes that support critical people initiatives and corporate strategies
Provides direction and leadership to the Training & Development, Talent Acquisition, and Mobility teams
Design and execute career development programs (including, but not limited to the Manager Cycle) in collaboration with management to ensure technical and leadership competency development as well as close competency gaps to enhance readiness for targeted roles
Ensure the implementation of the career development program though a mix of experiential learning, rotational assignments (both internal and within the industry), and foundational courses and on the job training. Develop KPIs for effective monitoring
Drive defined talent strategies & programs within the region
Lead diversity efforts for the region, and continue to drive recruiting best practices, while ensuring strong communication, implementation of initiatives, and measureable deliverables throughout the organization
Collaborate on driving the regional University Relations program
Lead the domestic and international mobility programs as it relates to relocation, tax, and immigration, including program and policy design, execution and assessment; develop creative solutions to meet immediate and long term business objectives
BA/BS in a related field or comparable experience in lieu of degree, plus 15+ years of related work experience. An advanced degree (MS or MBA) may substitute for 1-2 years of related work experience
Strong organizational, presentation, written and verbal communication skills; proficiency in MS Office applications
Ability to change priorities quickly, confront issues directly and work well as part of a team
High degree of familiarity with owning and driving talent development and succession planning
Demonstrated leadership capabilities to partner and collaborate with all areas of management within the region
Ability to comprehend business analytical reports, P&L reports, annual corporate summaries, etc
Willingness to travel domestically and internationally
Demonstrated success in planning and executing HR programs
Excellent consulting, client management, conflict management, interpersonal and negotiation skills
Background in International Mobility services including intra-company tax issues
Working experience with enterprise level HRIS tools including recruiting, succession planning, and other performance assessment tools

Director, Talent Management Resume Examples & Samples

30%: Provide staffing services to the build team based on the demand pipeline to include the hiring of contractors and full-time equivalents
30%: Lead team of individual developers responsible for mentoring, training and overall development. Development includes performance evaluations, goal creation, career development and technical training focused on building proficiency in technical capabilities
20%: Create, publish and evolve the IT software development lifecycle
10%: Collaborate with Build, Run and Plan teams with the objective of obtaining feedback and driving SDLC acceptance and adoption
10%: Establish and evolve center of excellence and technical capabilities

Director, Talent Management Resume Examples & Samples

Bachelor’s degree in HR, OD, Management or related field
10-15 years in an HR generalist, OD or talent management role
Sound knowledge of talent management concepts and practices

Associate Director, Talent Management Resume Examples & Samples

15 years successive responsibility in a HR or Leadership position
Demonstrated ability to think strategically and effectively put into operation the identified strategies
Demonstrated success in working effectively with senior management to impact and influence decision making
Experience in designing and implementing large-scale organization programs or projects
Experience in the design, validation and appropriate use of talent systems
Positive track record of implementing talent management strategies on a large scale
Ability to manage multiple projects simultaneously
Ability to effectively work through ambiguity
Ability to work effectively with cross functional teams and collaborate

Senior Director Talent Management Resume Examples & Samples

Design and develop measures and metrics to assess the effectiveness of succession and talent planning, performance management and executive coaching/leadership development
Negotiate service level agreements and contracts and manage overall vendor relationships, including technology to support assessments/surveys, Performance Management, Executive Assessment and vendors and psychologists
Develop the talent management-related methodology and tools to manage merger and acquisition activity
Lead or participate in HR department sponsored special projects or initiatives pertaining to succession planning, talent planning, talent development, performance management, executive assessment and coaching
Consult other Talent Acquisition and Talent Management Leaders, Managers and Specialists to
Create an integrated approach for talent acquisition and talent management programs in order to effectively identify, attract, hire, develop, deploy and retain talent, meeting the needs of the business and serving the enterprise
Plan, define and validate the philosophy and approach for various talent-related functional areas throughout the enterprise (i.e., workforce planning, diversity and inclusion, rewards/pay-for-performance)
A minimum Master's degree in a related field, with a Ph.D. preferred
Experience in design, development and execution of global programs
Excellent interpersonal skills, relationship building and team partnering skills
Able to translate business needs into talent programs that make a difference
Deep experience in building and deploying assessment programs
Demonstrated results around leadership development/talent development programs

Director, Talent Management & Org Development Resume Examples & Samples

Update and implement the Talent Management strategy for IT across a variety of programs, processes and methods. Talent capability programs include IT Career Model, People Planning and Talent Forecasting
Deliver against the IT Talent/Human Capital Strategy by providing strategic guidance and direction in support of a number of functional capability programs such as
Graduate degree Business, Organizational Behavior, Organizational Development, Industrial/ Organizational, HR, or MBA with relevant business and HR functional experience preferred
7-10 years of HR, OMD, or Talent Management experience
Strong consultative and diagnostic skills
Proven project management skills, with ability to manage multiple projects at once
Ability to think strategically and develop tactical action plans to achieve business and people goals
Strong knowledge of Talent Management and Change Management principles organizational complexity and ambiguity
Experience, presence, and flexibility to work effectively with people at all levels of the organization from associates to senior executives
Strong data and talent analytic skills/ mindset
Experience in organization design and business transformation preferred

Senior Director, Talent Management Resume Examples & Samples

Drive cultural change by developing and deploying mission, vision and values cascade to achieve desired mind-sets and behaviors
Develops and oversees curriculum and content for global leadership and management programs aligned with our mission, vision and values and strategic goals
Identifies and develops training and development programs for top talent and other specific employee populations
Designs talent review and success planning processes and collaborates with HR Business Partners to develop calibration and roll-up sessions
Conducts benchmarking and identifies best-in-class approaches to management development, leadership development, performance management, succession planning, and engagement
Identifies and implements employee engagement survey/feedback mechanism to drive engagement and intent to stay
Collaborates across geographic boundaries and business units to geographically & across businesses, building trust and credibility up, down, and across
Work collaboratively with internal stakeholders including Executive Management, Corporate Marketing, Corporate Communications, HR, and employees

Director, Talent Management Resume Examples & Samples

Provide leadership development strategies for the CEO, his staff and the Senior Leadership Team (SVP's, VP's, Senior Directors) to identify opportunities for enhanced performance, optimize organizational effectiveness, and act as a change agent
Lead regular organizational health assessments including survey planning, results analysis and deployment of action plans with CEO, Executive Leadership and broader managementEmploy project management, consultative and collaborative skills to lead, partner and consult with all levels of business leadership on implementation of
Bachelor’s degree and 5+ years of people management experience

Senior Director, Talent Management Resume Examples & Samples

15 years of progressive comprehensive HR experience
Over 10 years experience as a strategic thought leader/subject matter expert specifically in talent management
Proven track record of developing talent management systems and processes that are a means to an end
Understands change management
The ability to clearly articulate a talent management strategy
Proven track record of working in a matrix environment and is comfortable with ambiguity
A proven team builder and a team player with strong relationship building skills with various stakeholders at all levels
An adaptable leader who can navigate the function and organization through complex and diverse situations; comfortable with ambiguity
A proven people leader able to coach, develop, and motivate team, and able to align organizational design as needs change
Strong executive presence and outstanding communication skills

Director, Talent Management & Engagement Resume Examples & Samples

Work with the AVP, Organizational Development, to create a strategy and supporting programs that ensure the organization’s leadership capability is used to meet the business, patient and people leadership objectives
Oversee the design of all programs, initiatives, processes, and systems needed to drive the talent management strategy for leadership capability
Galvanize Human Resources to evangelize programs/initiatives that drive Northwell’s robust leadership pipeline across all business units, not just their assigned sites
Influence and motivate all Leaders to embrace Northwell’s leadership behaviors, EVP best practices and our leadership capability framework, including the movement of leaders across business units, beyond sites and service lines
Own the Talent Assessment and Succession processes, and the reporting and use of these critical pipelines to inform decisions around filling critical leadership roles, making development investments and recognizing and retaining identified high potential leaders
Ensure the alignment of Talent Assessment and Succession processes with other organizational processes, such as Engagement Surveys, Performance Reviews, advancement/development/recognition, and with the Executive Search Practice pipelining
Facilitate the execution of Talent Assessment and Succession processes in partnership with HR Business Partners
Work in close collaboration with HR Business Partners and line leaders to continuously innovate and enhance the framework for best-in-class leadership practices and capabilities
Refine and leverage the Performance Management process to drive Performance Reviews, Goals, Individual Development Plans, ensuring equitable distribution of ratings across the organization
Lead the deployment of Executive Coaching assignments, matching targeted development needs with a qualified pool of coaches
Provide expertise and consultation to leaders and HR on organizational strategies and design to achieve EVP and other organizational priorities
Bachelor’s degree in Business, Human Resources, Organizational Design/Effectiveness or related; MBA or related masters degree preferred
10+ years of experience as a leader with OD/OE experience; may include HR Generalist or Operational experience using best practice OD/OE methodologies
Knowledge of the Northwell Health System is preferred; Healthcare experience a plus
Prior experience in a “Best Places to Work” is strongly preferred
Proven track record of effectively executing talent strategies across complex organizations and commanding the respect of other leaders and practitioners
Able to inspire, motivate and effectively influence leaders at all levels of the organization to embrace change, model best practice behaviors, evangelize the EVP and Northwell values
Able to conceptualize talent strategies using proven and progressive approaches that will work effectively within Northwell
Extensive experience and demonstrated skill in written and verbal communication, including strong presentation and facilitation skills

Director, Talent Management Resume Examples & Samples

Lead the design, development and execution of cutting-edge strategy, programs, processes, improvements and measurement in key initiative/program areas
Measure program success and business impact
Provide client support to determine organizational effectiveness and impact
Bachelor's degree or equivalent in Business, Organizational Development, Psychology, HR, or a related field required
12-15 years of related work experience or equivalent combination of education and experience
Significant experience in building talent strategies and related programs
Demonstrated success in program needs assessment, vision, strategy, curriculum and program design, implementation and ownership
A player-coach to be hands-on when needed
Experience leveraging Workday / HRIS Systems

Assistant Director, Talent Management Resume Examples & Samples

In collaboration with the Director of Human Resources and Faculty Affairs, provides oversight and general guidance to College of Medicine departments in the development of position requisitions, the recruitment process and selection criteria in the hiring of new talent. Assists departments in expediting their hiring process by ensuring the timely and accurate preparation of necessary offer materials
Serves as a credible and trusted resource for college stakeholders about best practices, legal requirements, policies and procedures regarding candidate evaluation and selection, including affirmative action and non-discrimination during the selection process. Provides advice and counsel as it relates to faculty and staff employment policies procedures, presenting innovative ideas and best practices to acquire, develop and retain outstanding talent
Supervises, evaluates, and develops the Talent Management team. Creates opportunities for cross-training and professional development for the team. Leads a team culture that upholds personal integrity, professionalism, and confidentiality. Assesses internal effectiveness to ensure value added operations and services
Ensures the collection and analysis of recruiting metrics to measure the effectiveness of recruiting practices. Stays informed of best practice trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices. Identifies, informs and makes recommendations to the Director regarding internal and external issues that affect the college
Previous experience in human resources at a supervisory level. Demonstrated ability to communicate (written and spoken) effectively and clearly with diverse customers as well as with managing multiple priorities. Previous experience interpreting and administering policies, procedures, rules, and laws. Knowledge of employment laws such as FLSA, Title VII, ADA, and ADEA
Knowledge and understanding of employment practices and law in a highly complex and large organization. Previous experience assisting customers with human resources transactions and metrics as well as communicating complex policies, procedures, rules, and laws in a clear manner. A firm understanding of the FLSA as well as Florida's public records law. Proven experience utilizing effective, high-level systems-thinking and consulting skills. Familiarity with PeopleSoft and/or Page Up Applicant Tracking. Training/presentation skills

Director, Talent Management Resume Examples & Samples

Researching and being knowledgeable of best practices in talent management solutions
Analyzing internal talent data and interpreting and identifying talent trends
Supporting the design, implementation and socialization / training of critical talent solutions
Working alongside and coaching members of the Cepheid HR community to understand and embed LS&Dx and Danaher talent philosophies, processes and tools
Ability to collaborate with and garner support and buy-in across a variety of stakeholder groups
Ability to communicate in a persuasive, clear and succinct manner
Deep analytical skills that include the understanding of how tocollect critical data, analyze data (in a statistical manner as necessary), identify key themes and trends and translate them into plausible recommendations
Ability to represent information in an engaging and appealing manner
Strong Excel and power point (required)
Workday (preferred)
Tableau (preferred)
8-10 years in Human Resources related function, preferably some of which was in Talent Management or Learning & Development
Creating solutions that have not existed
Leading the execution of significant projects and/or processes
Leading project teams without direct authority

Senior Director Talent Management Planning & Analytics Resume Examples & Samples

Key Stakeholder Engagement: Through consulting and gaining commitment from all key stakeholders, create, articulate and socialize short / mid / long-term strategies for the team, including scope of services, roadmap for enhancements/additions to existing services over time, and ongoing service metrics
Developing the Workforce Analytics Strategy and Roadmap: Work with HR and business leaders to collaboratively set and execute a long-term vision for workforce analytics tied to the overarching talent strategy; plan to include the evaluation of analytic and big data techniques, options for evolving existing technology & systems ecosystem, and the development of additional skillsets and capabilities. Responsible for driving one McKesson Workforce Analytics Strategy across all BUs. Ongoing assessments of workforce metrics based on business changes and needs
Data and Story Telling: Compile and synthesize data and information across multiple sources; craft and curate messaging on broad-based talent themes and competitive insights, and champion to key stakeholders to influence strategic business decisions
Leading and Motivating a Team: Develop Lead and develop a team of in-house analysts; analyze data to identify trends, uncover potential issues, and share key insights and recommendations with stakeholders to influence action
Strong Sustainability and Process Improvements: Be an advocate for the creation, maintenance, accessibility, and integrity of key HR data sets, reports, and metrics
Research and Recommend: Develop ad hoc studies that evaluate the economic impact of potential talent initiatives, and utilize to influence strategic and operational decisions
Measurement and Success: Collaborate with HR leaders both within Talent Management and in other functional areas to build the infrastructure, systems, tools, processes and team to enable effective measurement of talent programs and initiatives
Quality Ownership: the consistency and quality of analytic deliverables
OnTime Results Driven Delivery: Effectively orchestrate and ensure a cohesive, timely delivery for the portfolio of talent programs to the intended audience(s) across the enterprise
Vendor and Cost Management: Oversee vendor support, contract/SLAs and cost management. Ensure ongoing evaluation and success measurement of vendors
International/Celesio support/integration: Support Operations and metrics internationally as we continue to build our Global processes and systems. Ensure that new BUs/functions are integrated with our TM Operations
HCM partnership: Ensure alignment with HCM processes and systems. Understand and manage key integration points and maximize efficiencies through our new HCM system
Excellent problem-solving/analytical skills; experience with socializing and presenting analysis, proposals and strategies to executive leadership with a demonstrated affinity for metrics
Proven track record of setting aggressive goals, managing complex cross functional projects and getting things done effectively and efficiently
Strong internal client facing skills with a flexible communication style and the ability to communicate complex concepts and analytics in a structured and lucid manner; Exceptional ability to relate to, influence at all levels of the organization including c-suite leaders
Demonstrates confidence, superior presentation, written and verbal communication skills
Approachable: develops and maintains effective relationships with all departments and employees
Strong organizational skills and highly flexible; demonstrates the ability to change directions quickly, re-set priorities and re-focus without losing sight of long and short-term initiatives
Demonstrated ability to gather and analyze information from multiple sources and use to form a cohesive and comprehensive recommendation or problem solution
Adept at navigating a global, highly complex, matrixed, and dynamic business setting; resilient and able to thrive in a fast-paced environment
Must exhibit strong security and confidentiality with sensitive information

Director, Talent Management Resume Examples & Samples

Manage the talent management process to evaluate employees and conduct talent gap analysis against strategic business needs
Conduct talent assessment for assigned population to identify high potentials and provide developmental opportunities for career growth
Lead the planning and execution of Southern Glazer’s Wine and Spirit’s talent review process including coordination of pre-work and post-review analysis, identification of key insights/trends, monitoring/supporting action plans
Ensure succession management plans and strategies are in place to maintain healthy talent pipelines to meet current and future business needs
Collaborate with Learning & Development to identify and provide job and learning experiences needed to develop our talent
Provide change management and project management support to the region to ensure successful cultural changes with regards to diversity and inclusion strategies
Align with the Corporate Talent Management team to ensure all talent management initiatives are successfully embedded and sustained within the division(s)
Perform other duties as assigned and contribute to the success of the department and function at Southern Glazer’s Wine & Spirits
Build and maintain strong collaborative partnerships with divisional Human Resources to deliver support to executive management teams, individual employees and managers
Demonstrated ability to successfully navigate in a heavily matrixed organization
Organizational development knowledge to implement and monitor the division’s employee development strategies
Ability to support decisions or recommendations with accurate information or reasoning
In-depth knowledge of regulatory and legal requirements pertaining to staffing
Strong leadership skills and an aptitude to provide compelling recommendations and support for change/development
Excellent communication and interpersonal skills to build relationship and work closely and collaboratively with divisional Human Resource partners, senior management, business executives and leaders at all levels within the company to address complex, interdependent issues, needs and priorities
Strong customer focus with the ability to effectively and quickly build relationships and establish trust, respect, and confidence
Ability to travel domestically up to 50% of the time upon request
Bachelor’s degree in Human Resources, Business Management, Organizational Development or related field
Minimum of 5 years of experience in multiple disciplines Talent Management, Organizational Development, Training & Development, and /or Human Resources within a distribution/multi-unit organization
Master’s degree in Human Resources, Business Management, Organizational Development or related field
Korn Ferry, MBTI, Leadership Coaching, or Human Resources Certifications

Director, Talent Management & OD Resume Examples & Samples

Plan and manage roadmap of priorities and projects
Works in collaboration with VP TMOD, Director of LD and stakeholders to define a 12-month plan of OD initiatives and projects
Brings a point-of-view and thought leadership in the areas of Organization Development/ Effectiveness and the areas listed above that are within scope of the role. Actively contributes unique ideas and expertise, in addition to gaining input and collaboration from other HR members
Create and implements organizational development (OD) strategies, frameworks, processes and toolkits for broader rollout across the organization
Leverage experience and/or expertise to lead the design of OD processes in the areas of employee engagement, succession, performance management, etc (as outlined above)
Creates user-friendly tools and resources readily available to targeted audiences (US and International Business Partners business leaders, facilitators,) to support development and build capability
Monitor and continually improve the effectiveness of OD programs, products to ensure advancement of the organizational strategy and performance
Partner with HR senior leaders to ensure integration of OD work with other core organizational and talent programs, curriculum and concepts such as talent acquisition, succession planning, performance management, onboarding, competencies and other HR/talent work and 0ther organizational priorities and strategies
Utilize project management skills to deliver high quality outcomes on time
Effectively scope projects, develop project plans and milestones, communication plans, etc for successful completion of the projects
Work in a highly inclusive and collaborative way within TMOD team, and across HR, in the development of plans and approaches
Acts as expert resource; provide consultative support and services
Provide expert facilitation of group and team events
Act as an organizational subject matter expert including developing and implementing high quality, cost-effective organizational effectiveness products, programs and services
Provide consulting support and services, understands business needs and creates actionable solutions, tools and resources in various Org Management, People Development, Assessments, HR, Org Design, Staffing and Performance areas
Proven track record of achieving transformational results and facilitating change in a large, growing organization
8-10 years of experience working in a specific Organizational Development roles or teams in a publicly traded company – preferably with experience implementing OD services and solutions within a 10B+ global organization
Deployment of expert skills, knowledge and abilities in organization development/ effectiveness technical content domains (e.g., performance management, employee engagement, succession planning, workforce planning, business culture alignment, change management)
Design and development of organizational capability tools, templates, and methods to implement initiatives as well as educate HR teams and business leaders on organizational capability concepts and approaches
Strong business acumen across a wide range of business functions – with a specific and deep expertise in the technology industry
Ability to work with and influence a wide range of cross-functional work teams and leaders within a matrix organization
Comfort managing multiple projects simultaneously
Minimum 3 years of consulting experience with a combination of change management and organizational development expertise in a large, global organization (preferred)
Strong Project Management skill set experience with managing multiple projects, with multiple clients simultaneously with great success
Demonstrated experience managing large, complex projects with multiple stakeholders
Demonstrated strategic leadership and ability to understand the strategic context, translate organizational development implications and generate a change approach, solutions that drives the desired results
Demonstrated success working with and managing cross-functional teams, committees, councils in identifying organizational development gaps, defining solutions, and managing the implementation with tangible results

Senior Director, Talent Management Resume Examples & Samples

Lead global talent review / succession planning process for organization in key partnership with Generalists and Learning & Development (owner of Succession Planning system, forms, tools etc.)
Partner with Learning & Development and Compensation teams on Performance Appraisal process, forms, tools
Partner with Learning & Development on leadership development activities
Lead Internal Mobility Process and Programs in partnership with Talent Acquisition, Diversity and Retail teams
Lead Global Career Management programs including “Navigating Your Career @ Ralph Lauren”
Ownership of Global Onboarding Program
Review and recommend University Relations go-forward strategy for New York offices; maintain relationships with educational institutions; manage annual Internship program
Assess organization needs and recommend new programs as determined, based on data and research findings
Bring forth best in class and innovative programs across all industries

Director Talent Management Resume Examples & Samples

Enable the planning, assessment, development and movement of talent
Partner with OD&L and HR to create initiatives/programs to close talent gaps
Help build slates and drive proactive succession planning
Develop knowledge of top talent at e-band and senior band 4 levels - development needs, career aspirations and mobility preferences
Assure talent strategies are contemporary and consistent with Honeywell culture
Drive diversity strategies and actions
Integrate SBG talent plans with Honeywell-wide planning & initiatives
Form strong partnerships with the SBG talent leaders to ensure seamless coordination of global SBG talent initiatives and sharing of best practices
Bachelor’s degree in OD, Business, Human Resources or related field
8+ years of experience in Human Resources, Talent Management, Organizational Development and/or Business Management
5+ years in an HR/Staffing leadership role
Demonstrated ability to operate effectively with an executive level client base
Demonstrated ability to partner effectively with HR and Business partners to achieve desired business results
High energy, have a results and execution-focused work ethic with the ability to juggle multiple projects and priorities
Strong project planning and management skills
Practical and comprehensive knowledge of talent management tools and systems
Experience in the administration of talent management/assessment tools
The ability to integrate and align strategy, people, and activities across an organization

Director Talent Management & Organization Development Resume Examples & Samples

Bachelor’s degree in business, human resources management, education, related field or equivalent
Five or more years of experience working in training or OD role with demonstrated background in facilitating, designing curriculum and classes, and evaluating results of required training
Five years in a supervisory or management capacity in human resources or related field with specific training and development expertise required
Strong grounding in training and OD theory and practice
Strong analytical and listening skills

Director, Talent Management Resume Examples & Samples

Drive execution of the Talent Management strategy, integrating best practices/trends and performing analysis on effectiveness and competitiveness of existing talent management processes and programs
Design solutions in partnership with senior leaders to interpret and mobilize business strategies that culminate in organizational capabilities
Drive development of talent management processes that effectively execute talent strategy, including succession planning and readiness, individual, team, and key talent/high-potential development, and performance management to address current and future business needs
Ensure talent management strategies and solutions support existing and emerging business needs, and implement strategies to make talent a competitive advantage for TiVo
With HR business partners, review, edit and enhance talent management programs including planning, forecasting and modeling on an annual basis
Partner with HR operations and business partners to design and implement effective analytics and metrics to influence program direction and monitor business impact and effectiveness
Inspire colleagues and peers to leverage their expertise, exceed customer expectations and facilitate change
Provide mentoring and career development to colleagues to strengthen their capabilities, build functional expertise and foster a collaborative, values-driven team culture of high standards, strong productivity and innovation
Serve as the internal Subject Matter Expert regarding talent management best practices as well as current trends and innovative new tools / methods
In partnership with the HR leadership team and Internal communications function, engage and connect management and employees with the company’s Talent Management program
A minimum of 8 years focused in Talent Management & Organizational Development, with a background in organizational development, talent management, change management, project management —including experience with leading high profile projects, excellent execution of strategies, process improvement, culture and system change, team development, meeting facilitation and design, and communications
3-5 years working directly with senior HR and other business leaders facilitating the integration of organizational culture and change with creative designs to bring culture to life via facilitating, partnering and coaching on how actions reflect and drive culture, weaving cultural standards into practice and processes and make culture real to employees
Thought leadership and ability to influence at all levels in an organization
Strong business acumen, attention to detail and strong sense of logic
A demonstrated ability to multitask, probe, analyze and problem-solve issues with minimal guidance

Director Talent Management Resume Examples & Samples

Talent Acquisition Retention & Development
Management Training & Development
Organization Talent Review & Succession Planning
Total Associate Engagement Process
Leadership Communication Cadence
Talent Metrics
Talent Projects
10+ years of progressively responsible and successful leadership experience in dynamic, high growth environments, including manufacturing as well as experience as a HR generalist, Leadership Development and/or Organizational and Talent specialist
Bachelor of Science in Business, Human Resources or a related field
Demonstrated success in the Key Accountabilities
Competency Card Sort Results
Management Incentive Compensation Plan
Matching 401(k) contribution (50% match up to 8%)

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Director, Talent Management Resume Examples & Samples

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Director, Talent Management Resume Examples & Samples

Director, Talent Management Resume Examples & Samples

Director Talent Management Resume Examples & Samples

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Director, Talent Management Resume Examples & Samples

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Director, Talent Management Resume Examples & Samples

Director, Talent Management Resume Examples & Samples

Director, Talent Management Resume Examples & Samples

Director, Talent Management Resume Examples & Samples

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Senior Director, Talent Management Resume Examples & Samples

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