Talent Manager

Job Description :

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do but also about each other.

We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here we make it happen, with our customers, where we work and live.

Together, we are building a better world, so we can all enjoy living in it.

Role Definition

The Talent Manager leads the global talent management and development processes, programs, practices, and system deployment efforts that aim to measure, develop, manage and retain the organization's talent pool.

Responsibilities

Serving as a thought leader for talent management and development programs and technology; acts as consultant and provides advice and support to business and HR leaders, addressing talent management related questions and requests.

Ensuring effectiveness of programs and providing feedback to Centers of Excellence re : process, program, practice, and system design.

Leading change management initiatives associated with talent management activities.

Leading team of talent management professionals to collaborate effectively with Centers of Excellence and serve as thought partners to the business and HR.

Degree Requirement

Bachelors Degree or equivalent experience desired

Skill Descriptors

Knowledge of Organization : Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics;

ability to understand the value of aligning capabilities with business goals to support optimal performance.

Level Working Knowledge :

• Applies organization's operating principles and practices within own business unit.
• Supports the mission, vision, and objectives of own department or unit.
• Assesses local and industry examples of acceptable and unacceptable business practices.
• Obtains information regarding key players, key issues, and key strategies in own unit.
• Specifies the roles and responsibilities of own business unit.

Influencing : Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.

Level Extensive Experience :

• Achieves influence and impact even when holding a position contrary to the majority.
• Discards examples of persuasive arguments lacking substance or impact.
• Leads and presents collaborative assessments that persuasively influence decision makers.
• Advises on techniques to build rapport and commitment to common purpose.
• Determines and leverages the decision-making style of the individual or group being influenced.
• Delivers well-received presentations of cost, benefits, risks, and other considerations.

Managing Multiple Priorities : Knowledge of effective self-management practices; ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation.

Level Extensive Experience :

• Clarifies and handles multiple concurrent and diverse activities.
• Shifts focus among several efforts as required by changing priorities.
• Addresses potential conflicts that impact current delivery commitments.
• Works with or leads others to re-prioritize work and reschedule commitments as necessary.
• Responds to shifting priorities while maintaining progress of regularly scheduled work.
• Demonstrates an expectation that there will be ongoing shifts in demands and priorities.

Data Gathering and Reporting : Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.

Level Working Knowledge :

• Detects and summarizes patterns in data and findings by producing simple reports.
• Assesses common problems and obstacles surrounding data-gathering.
• Customizes data fields to meet clients' needs.
• Interprets and explains results of a data-gathering initiative.
• Participates in projects to gather data for needs analysis.

Talent Transformation : Knowledge of the concept and strategies of talent transformation; ability to harness the potential and skills of employees to help them reach leadership positions while achieving the organization's strategic business objectives.

Level Working Knowledge :

• Analyzes and anticipates critical workforce trends which help in shaping and executing business strategy.
• Assists leadership in the delivery of talent transformation services to clients in line with the defined strategic objectives.
• Participates in developing new methodologies that help identify hidden talent in the organization.
• Provides support to management in the implementation of change and digital transformation initiatives.
• Utilizes data collection and assessment tools for identifying future skills, capability gaps of the organization's workforce.

Succession Planning : Knowledge of policies, techniques, methods and processes of succession planning; ability to identify and develop internal employees for the future fulfillment of an organization's core positions.

Level Working Knowledge :

• Scouts an organization's internal employees to find those who have succession potential.
• Maintains relationships between Human Resources(HR) and other organizational business functions.
• Assists in conducting activities in organizational employee development to reduce skill gaps among employees.
• Records documents regarding the organization's succession planning project budgets.
• Identifies and develops an organization's core roles (e.g. department manager) for succession.

Talent Management : Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.

Level Extensive Experience :

• Educates recruiters and HR staff on desirable qualities in prospective employees.
• Designs individual development plans for specific high-potential employees.
• Evaluates all talent initiatives and ensures smooth processes for talent management programs.
• Develops profiles of internal and external candidates who have management or leadership potential.
• Directs multiple talent management programs in diverse organizations.
• Coaches others on how to find opportunities for job rotation to expose talented individuals to new experiences.

Training and Development : Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.

Level Extensive Experience :

• Develops targeted programs for management and high potential employees.
• Evaluates internal and external providers to identify the best supplements to the organization's already existing programs.
• Monitors employee progress in specialized programs to ensure that all program goals are met.
• Designs or selects programs that meet prioritized needs and allow for variety in learning styles.
• Coaches others on the use of live instruction and technology-based approaches for diverse groups.
• Consults on how and where to research training issues like tools, delivery methods, programs, etc.
30+ days ago