Director Talent Management

Director Talent Management-240160 : MGT-C80

Description

Job Summary

The overall purpose of this position is to lead the Talent Acquisition, Employee Relations, and Talent Management functions within the Human Resources department.

There is a strong emphasis on developing and implementing an innovative Talent management program which includes employee development, succession planning, mentoring, and professional networking.

Will serve as the HR Business Partner for multiple Operating Units. Responsibilities include the oversight of Recruitment function and systems.

This position is focused on partnering with managers across the organization to address strategic business issues, organization design, identification and staffing of a diverse team, cultural enhancement, diversity and inclusion, and employee relations issues.

This includes managing the performance process and the internal disciplinary process and conferring with legal counsel as appropriate.

Additionally, there is a strong emphasis on developing and implementing a strong and innovative Talent management program which includes employee development, succession planning, mentoring, professional networking, etc.

In addition to functional responsibilities, this individual will be accountable for coordinating HR communications, and will work closely with Corporate Employee Communications team.

This position will reports directly to the Chief Human Resources Officer (CHRO) and will be a leader within the HR department.

They will partner with the senior leadership team to provide strategic thinking and planning, communication initiatives, customer satisfaction initiatives, vendor management, etc.

Key Responsibilities

Manages and provides HR strategy, operational excellence, employee relations, and financial planning for all aspects of the HR Business Partner function.

Also provides guidance and coaching on organizational structure and promotions. Anticipates employee issues and develops solutions to address them.

Manages the delivery of goal setting, performance planning and management, coaching / mentoring, and discipline / correction of substandard performance or inappropriate behavior.

Coaches’ managers on their delivery of these functions.

Works with management and the Recruiting Manager and other HR leaders to develop strategies to ensure staffing processes align with current and future needs.

Provides project planning and task management including mentoring, succession planning, career development and other HR projects.

They must be an effective multi-tasked worker. Also provides guidance to manager regarding development and evaluation of job descriptions.

Offers sound advice and counsel to employees and staff leadership, as well as to volunteer leadership, as required.

Oversees company-wide Employee Relations processes and procedures; collaborates with the legal department on complex and / or sensitive cases.

Oversees ongoing HR communications.

Directs the employee engagement program and initiatives to drive organization culture. Supervised the delivery of the Employee Experience Survey and the Great Place to Work survey.

Identifies and drives opportunities for advancing the quality of the employee experience and engagement.

Reviews and works collaboratively with other HR functions to implement reorganizations and focus drive organization effectiveness.

Travel to IEEE sites to engage with staff and provide training as needed (estimated 10-15%) is required.

Qualifications

Education

• Bachelor's degree or equivalent experience Preferably in a related business area, such as Human Resources, Psychology, or Business Administration or equivalent experience required Req
• Master's or other advanced degree in one of these areas, Human Resources, Psychology, or Business Administration, a strong plus Pref

Work Experience

• 10-15 years HR experience that demonstrates broad-based human resources and business acumen. Solid employee relations experience is also required including investigations and execution of disciplinary processes. Req
• Management skills must stretch across staff, financial, operational, organizational and strategic perspectives, Global HR experience desirable. Req
• Background must demonstrate the human resources and legal acumen necessary to be considerate a Subject Matter Expert (SME) in human resources matters. Req
• Exposure to communication planning and delivery is needed. Req
• Exposure to adult learning theory and learning principles is necessary. Req
• Functional experience in compensation, performance management, diversity, succession planning, reorganization, recruiting and / or career development programs (e.

g., mentoring, networking, etc.) is required. Req

10-15% Travel required.

Licenses and Certifications

• Senior Professional in Human Resources (SPHR) Pref
• Professional in Human Resources (PHR) Pref
• Global Professional in Human Resources (GPHR) Pref

Skills and Requirements

• Must be a strong people manager and leader with demonstrated experience of supervising diverse teams.
• Experience must demonstrate a knowledge of federal business and human resources regulations and laws, and how they are applied in US businesses and in businesses doing business in non-US locations.
• Must also have a current knowledge of state business and human resources regulations and laws that affect IEEE's office locations.
• Background must demonstrate a practical knowledge of process analysis, relevant to how HR operations impact the larger IEEE organization.
• Must have the reputation of one who is committed to the highest personal integrity and business ethics.
• Must works effectively in a highly confidential environment and is a model of ethical behavior and business practices.
• Must be a strong communicator who can establish and maintain rapport with all levels of staff and management and who can communicate effectively with individuals for whom English is a second language.

They must be fluent in business English and capable of speaking effectively on the telephone and in person-to-person situations.

• As an employee relations professional, must possess the ability to gather information and investigate situations to ensure that all information needed to make an informed decision is provided.
• Must have proven writing skills. He / she will review and create training materials, web content, policies, processes, reports, contracts, requests for proposals, correspondence and memoranda, performance plans and appraisals, etc.
• Must possess strong interpersonal skills, working effectively with a variety of individuals, including all levels of staff and management, as well as vendors and volunteers Must build rapport with staff and volunteers, and be expected to create and maintain effective working relationships with all members of the HR staff.
• Must be skilled in collaboration with, and motivation of, others to ensure that the assets they bring to the table are leveraged to their fullest extent.
• Background must demonstrate cultural agility, and must possess the cultural knowledge, flexibility and dispositional characteristics to operate successfully in multicultural situations.
• Must be a technologically savvy knowledge worker who seeks out technology solutions to business challenges, Working knowledge of MS office suite, Gmail, Google Apps, and experience with HRIS and other related databases.

Other Requirements :

As defined in IEEE Policies, individuals currently serving on an IEEE board or committee are not eligible to apply.

PLEASE NOTE : This position is not budgeted for employer-sponsored immigration support, this includes all persons in F (both CPT and OPT), J, H, L, or O status.

For information on work demands and conditions required for this position, please consult the reference document, "Physical, Mental, and Work Environment Standards for IEEE Positions.

This position is classified under Category II Mobile Positions.

IEEE is an EEO / AAP Employer / Protected Veteran / Disabled

Disclaimer : This job description is proprietary to IEEE. It outlines the general nature and key features performed by various positions that share the same job classification.

It is not designed to contain or be interpreted as a comprehensive inventory of all duties and qualifications required of all employees assigned to the job.

Nothing in this job description restricts management’s right to assign or re-assign duties to this job at any time due to reasonable accommodations or other

business reasons.