Talent Management Manager

The Manager of Talent Management will co-lead talent growth strategies focused on the design, development, and delivery

of high-impact talent initiatives in the areas of performance enablement, careers, and talent mobility. Reporting to the Head

of Talent CoE, this position provides a strategic viewpoint and thought leadership on up-to-date talent management

programs and best practices in support of business imperatives and HR people agenda.

Overall Description

The Manager of Talent Management will co-lead talent growth strategies focused on the design, development, and delivery

of high-impact talent initiatives in the areas of performance enablement, careers, and talent mobility. Reporting to the Head

of Talent CoE, this position provides a strategic viewpoint and thought leadership on up-to-date talent management

programs and best practices in support of business imperatives and HR people agenda.

● Responsible for the development and implementation of the integrated talent management strategies (i.e.

performance enablement, careers, and talent mobility) in close collaboration with HR Business Partner teams and

other COE Heads.

● This role drives the necessary processes, systems, and culture to ensure that there is an environment where

employees can perform their best and improve their performance, can be provided mobility opportunities, own their

careers, and where the company has the necessary talent now and in the future to meet its strategic goals.

● Refine company-wide Talent Management processes and approaches that will enable the HRBP Teams to

proactively manage the needs of our evolving talent.

● Introduce best practices including innovative and practical talent solutions that help drive organizational

excellence in our dynamic, rapidly changing business environment.

● Oversee insight, defining, and developing talent-related metrics to measure the success and impact of talent

management on the organization’s performance.

● Partner with stakeholders (Business Leaders, HRBPs, COE Heads, etc.) to create impactful communications

involved in the design and delivery of talent management initiatives (performance, careers, and talent mobility) for managers and employees.

Key Result Areas

Performance Enablement

○ Reimagine performance management — a shift from managing performance to enabling performance - focused on what employees can do to increase their contributions in the future instead of measuring what

employees have done in the past.

○ In collaboration with the Performance Management Team and TCOE Innovations & Solutions Team, develop strategies and maximize technology-enabled talent processes that enable our employees to deliver peak performance against business goals (e.g. talent and performance dashboard so employees can see a summary of valuable data and have a better understanding of where they stand in terms of performance).

○ In partnership with the Talent CoE Heads and HR Solutions Partners, ideate performance-enabling

activities/tools to help employees increase their contribution, grow capabilities, empower careers, deepen connections, and align rewards/recognition.

○ In consultation with our business and HR leaders, will be responsible for deepening the existing performance framework including leveraging data and insights to recommend innovative and practical talent solutions that help drive performance in our dynamic, rapidly changing business environment.

○ Establish a culture committed to high performance including spearheading company-wide communications and campaigns anchored on Everyday Leadership practices.

Careers

○ Design, develop and lead the implementation of the career development strategy introducing talent

solutions and actively advocating the following:

■ Equip employees to create/implement their development plans (IDP) to future-proof themselves in a digital environment that is transforming daily. Note: Employees are responsible for proactively managing their careers, increasing their skills, and experience, and maintaining a high level of performance.

■ Empower people managers to actively coach and support their direct reports in their career planning with the use of available resources, tools, and processes to help the talent find the best match between their abilities and the needs of the organization

■ Enable the HR Teams in the creation of strategies that effectively implement the 70-20-10 development model aimed to enhance the career experience of our employees including the opportunity for mobility across the organization.

■ Develop programs that build a feedback-rich culture focused on career check-ins and 1:1 career coaching, as a result, employees will be better supported to pursue their career interests and aspirations

Talent Mobility & Succession

○ Responsible for co-developing and implementing the framework for talent mobilization across the oneGlobe group, which includes policy development, governance, and actual oversight of the talent movements via the ACE & MOVE program.

○ Collaborate with HR Heads and HR Business Partners in talent reviews and nomination process of endorsed ACE candidates to be reviewed in the oneGlobe Group Talent Forum.

○ Provide professional expertise in the enhancement of the OG talent review and succession planning process that is required to sustain business continuity and results in the creation of an internal pipeline of ACE talents

○ Enable the customization of development planning for ACE candidates i.e. assessment of key strengths/development opportunities, alignment of Business needs and Talent’s IDP and career aspiration, identification of competencies, critical skills, and knowledge, creation of 70-20-10 interventions with coordination with the Leadership Development COE, etc.

○ Oversee the execution and operationalization of the talent mobility program from talent assessment, nomination & selection process, assignment /confirm/iation, transition planning, mobility onboarding & off-boarding, monitoring of performance milestones of ACE candidates, and talent reintegration

○ Assess the overall mobility design and experience to recommend program improvements that help drive talent engagement and retention and attain desired organizational impact.

○ Analyze talent review/mobility, succession-related data, and trends that will enable acceleration of the development of talent and strengthening of future leaders pool

Qualifications / Experience

● Bachelor's Degree or equivalent work experience with a related degree (e.g. Organizational Development, Industrial / Organizational Psychology, etc.)

● 10+ years of experience implementing talent management initiatives including talent reviews and succession planning that have had a clear impact on talent performance, development, learning, and pipeline management.

● Proven ability to translate strategic intent into talent development, career management, and high-touch programs

● Accountable for leading any facet of the talent management functions with program and process management and governance experience

● Seasoned L&D leader, Performance, Careers and talent manager consulting with internal clients to identify talent development needs and translate them into development and career/talent solutions.

● Successful track record in talent development and HiPo Program strategy formulation & management with the

understanding of how technology can enable the development journey of our talent

● Proven ability to coordinate and align our business stakeholders across the organization

Skills, Competencies, and Attributes

● Leadership skills through influence and collaboration at all levels plus strong conflict management and negotiation skills

● Execution Excellence - simplify operational implementation, overcome obstacles to achieve impactful outcomes, and translate strategy to measurable results

● Exceptional communication and partnership and consultation/advisory skills

● Demonstrated ability to translate concepts into practical solutions that drive our succession management and development thrusts

● Customer Centricity – putting the customers first at the core of our objective

● Self-directed with a strong bias for action towards results achievement

● Able to navigate ambiguity and work independently

● Learning Agility - Embraces the unfamiliar with a mindset of learning how to review, analyze and understand fresh business challenges

● Champion change management efforts through a continuous improvement mindset

● Managing complexity - Converts complex, conflicting, and unfamiliar data into an organized, logical framework

● Savvy with data –identify business problems, validate information, and leverage data to make decisions

● High detail orientation and broad background in leading large and complex projects