ROLE AND RESPONSIBILITIES |
Talent Management - Oversee the administration and continued improvement of the company-wide performance management program
- Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent.
- Provide advice and recommendations on talent management strategies and practices
- Manage the development and implementation of core competencies, talent values, and key performance measures
- Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning
- Identify, implement and manage programs and strategies that foster employee retention and satisfaction
- Manage the maintenance and execution of the performance management system, including current job descriptions, standards of performance and performance evaluation methods/tools
- Assist the Director with change management initiatives; conduct readiness assessments, job-impact analysis, and skill and capability assessments
- Identifies training needs for business units and individual leadership coaching needs
- Partner with the Training and Development team to evaluate and monitor training programs to ensure that training objectives are met
- Provide input on workforce and succession planning as well as plans business unit restructuring
- Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning).
- Research and assist in the development of performance management training programs that focus on enabling the workforce to achieve improvements with priority organizational concerns
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PREFERRED EXPERIENCE |
- Minimum of 8 years of broad HR experience including talent management, recruitment and performance management
- Working knowledge of multiple human resource disciplines
- Bachelor's degree in human resources or related field
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment
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MINIMUM POSITION QUALIFICATIONS |
- Adept with performance management and talent management
- Proficiency with EEO, performance plan design, talent acquisition concepts
- Experience in working with applicant tracking systems and affirmative action plan requirements
- Ability to design and implement full-cycle performance management programs
- Experience designing, developing and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management
- Previous experience in capturing metrics and producing various employment reports
- Experience in all areas of sourcing such as the internet, social media, networking, employee referrals, job postings, as well as conducting open houses and virtual job fairs
- Experience in working with applicant tracking systems
- Excellent verbal and written communication skills
- Excellent interpersonal and customer service skills
- Excellent organizational skills and attention to detail
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
- Excellent time management skills with a proven ability to meet deadlines
- Strong analytical and problem-solving skills
- Proficient with Microsoft Office Suite or related software
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