Minority Executive Search
Sep 14, 2018Full time
Location: OH or GA Base Salary, Plus Bonus & Relocation Reporting to the Chief People Officer, the Vice President Global Talent Management will be responsible for the design, development, and implementation, of innovative strategies around talent management and organizational effectiveness; acquisition, selection and assessment, succession planning, diversity, development and change management. The Vice President, Global Talent Management will also be responsible for guiding the organization around strategies that will foster an engaged workforce that is skilled, highly productive, and capable of meeting the demands of the business. They will have a keen understanding of current and emerging market trends, identifying potential opportunities and gaps, leveraging external best practices, and designing talent initiatives that are aligned to global principles but provide flexibility and local customization to account for cultural and market differences. The incumbent will partner closely with senior leaders and HR Business Partners to thoroughly understand business strategy and acquire and align talent, culture, and capabilities to support short and long-term organizational objectives (i.e. drive revenue growth, improve operating margins, increase asset efficiency, and strengthen capabilities.) The talent strategies and programs they design will align with overall business objectives in order to attract, motivate, and retain a diverse workforce, while ensuring that they are designed for global application, managing program and administrative costs, effectiveness, and risks. Talent Management Strategy Delivers Diverse Talent Capability across the company– A talent and capability leader who can push boundaries of excellence to assess, grow, and invest in our talent. Continuously thinking about our business, talent capabilities, and accepts personal accountability for getting results. Inspires and Develops Talent Capabilities– Understanding that every employee has a stake in company's success, and leading employees to engage their hearts and minds to develop their skills to become their personal best, both as individuals and as thriving teams. Nurtures the Company Culture – Modeling our Mission and guiding principles in everything we do with a solid sense of collaboration, openness, and diversity of thought. A leader that values diversity and inclusion and is an ambassador of the company culture to candidate and community members alike. Translate business strategy into people strategy; including talent planning, talent development and deployment and performance management. Stay abreast of best practices and industry trends impacting talent management and implement innovative programs Leverage talent management as a differentiator to become an “employer of choice”. Design hi-potential & succession planning processes to ensure talent pipeline depth appropriate to business needs. You will partner with global HR leaders on organizational diagnosis, design, talent assessment and change management strategies and tactics. Partner with the Chief People Officer to design talent and organizational reviews and programs for the Executive Team and the Board of Directors. Employee Engagement Leverage change management methodology to design and facilitate large scale change management/transformational initiatives. Manage employee engagement survey process to measure levels of employee commitment, leadership effectiveness, and morale. Develop robust implementation plans and effectively communicate to leaders and employees. Proactively solicit feedback, understand, and manage the impact of change on the organization. Sustainability – “green” initiatives. Partner with key stakeholders in HR, Marketing, and other departments as needed to understand upcoming initiatives and/or organizational changes; develop and execute integrated communications plans:. Including drafting key messaging, FAQs, and other support materials. Leadership & Organizational Development Establish and communicate the leadership competency model to clarify roles and expectations, and develop senior leadership Assess existing senior leadership for performance and competency Partner with CPO and HR Leaders to drive the leadership development planning process Develop and drive a high potential leadership program to build internal leadership capability. Establish and implement a global senior leadership selection assessment process Establish and drive senior leadership succession planning process Architect and execute integrated management and leadership development programs and processes to drive professional growth and accountability across the organization Design, build, and ensure delivery of focused development content and curriculum for the managers & leaders Facilitate leadership programs and conduct individual coaching or consultations Track and drive measures of success/impact such as: business results, ROI, enhanced talent pipeline, retention and new behaviors clearly demonstrated Champion the development of high potentials and high performers identified in the Talent Review; ensure creation and follow through on developmental action plans agreed to with their managers Leverage multiple delivery methods (ILT, virtual ILT, video, online, social learning etc.) to ensure training is easy to consume and take into account limited employee capacity Partners with external vendors where appropriate and manages budget and vendor agreements Learning & Development Consult with business and HR leaders to understand their leadership and management development needs for input and the appropriate sponsorship, engagement and alignment Conduct Training Needs Analysis using both structured and informal methods to capture requirements across the Company, including findings from Strategic Workforce Planning in identifying current and future developmental needs at the individual level, capability building requirements at the Company level; Conceptualize innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, design and delivery of in-house training sessions, enrollment in online learning programs, mentoring, self-learning, and other methods as appropriate; Draw up a comprehensive L&D Plan based on the developmental needs and methods identified; Drive and facilitate the implementation of the L&D Plan to ensure smooth execution with effective outcomes; providing thought leadership around program design and delivery; Ensure that every L&D intervention has clear business focused aims that enable robust evaluation of the program’s effectiveness, and measurement of return on investment; Organize activities to inculcate and encourage self-learning culture in the Company; Keep abreast on the learning & development trends, developments and best practices; Talent Acquisition Lead TA teams globally Lead and effectively manage the Talent Acquisition Team’s performance while fostering a collaborative, nurturing, and development focused team culture Partner with marketing to coordinate brand and market facing messages to ensure consistent “look and feel” to potential candidates Streamline and coordinate recruitment tools globally Appropriately manage and follow through on “executive referrals” Embrace employee referrals and build upon existing multi-channel sourcing of passive and active candidates across the full range of roles. Scout for internal talent Define and drive talent metrics that inspire team performance while helping business leaders to make informed decisions about capabilities and talent You will build and curate deep sustainable networks with communities of diverse talent across industries and geographies and continue momentum in diversity hiring and inclusion practices that set a new standard Drive diversity hiring initiatives. Lead the development and implementation of systems and processes to drive continuous learning and knowledge sharing across the organization Ideal Background VP, Global Talent will be evaluated by his/her constituencies based on the ability to contribute to business results; hence, the successful candidate must quickly grasp the essentials of the business approach & behavior standards. Must have proven work experience working close with HR leadership, executive management teams specifically related to global talent strategies and programs. The successful candidate will have a 10-15 years of broad HR experience, with a minimum of 5 years of Talent Management, Leadership Development and Talent Acquisition experience. Must have a diverse work history which encompasses time spent in/or consulting to a sophisticated, high growth global human resource organization. Expertise and recent work experience surrounding creating and shaping talent management strategies inside a highly competitive industry is a required area of expertise. They will have superior subject matter expertise and strong business acumen. This individual must have demonstrated the ability to deliver flexible, creative talent strategies that link directly to business unit issues/drivers as well as experience in managing the corporate communication strategies that reinforce talent and culture messages. Education A Bachelor’s degree in Human Resources or related field is required. An MBA or Masters Degree in Industrial/Organizational Psychology is preferred Please answer the questions listed below and email them back to me with your updated resume to firstname.lastname@example.org Referrals are welcome! What is your current base salary? 2. Do you have 10 to 15 years of HR experience with a minimum of 5 years of Talent Management, Leadership Development & TA experience? Explain Are you willing to Relocate & a moderate amount of Global Travel? Thank you, Eral Burks/President Ph# 216-932-2022 Cell# 216-346-4881 email@example.com www.minorityexecsearch.com Diversifying the workforce nationwide since 1985.