JOB SUMMARY

The Manager, Talent Management has the ability to independently own their designated employee populations and proactively diagnose the business to identify talent solutions. They establish an effective relationship with the internal Center of Excellence and have strong solutions-oriented project management skills. The Manager, Talent Management will effectively manage people and serve in a mentorship capacity to junior team members.

JOB DUTIES/RESPONSIBILITIES

Talent Management
* Acts as a main touch point with ownership over designated employee populations across the entire employee life cycle.
* Serves as a thought partner providing HR guidance and support to assigned business leaders.
* Build strong relationships with the employee population to maintain a pulse on the business providing insight and recommendations for continued development.
* Collaborates with COEs to support HR alignment and execution of talent management agenda.
* Manages goal setting and snapshot/360 review process. Serves as system expert guiding as needed to the employee population.
* Ongoing involvement in culture-building/employee engagement initiatives.
* Provides recommendations to leaders throughout resource allocation/headcount planning (asking questions to determine true business needs).
* Partners with Employee Relations and Legal team as needed for performance management, and conflict resolution.
* Conducts exit interviews identifying themes and patterns seeking data to support trends.
* Supervising/Coaching day-to-day responsibilities with direction/alignment from HR Leads.
* Interprets data and business trends to share with business leads, recommending talent ideas/solutions based

on themes.
* Learns to make informed decisions based on data.
* Develops or seeks solutions and partnerships to solve business challenges for the designated employee population.
* Using a data-driven approach, considers and advocates for DEIB in all talent management processes (compensation planning, program nominations).
* Guides employees and asks them questions to challenge them to think about their careers and development differently, and advocates for them when having discussions with managers or leaders.

Talent Acquisition
* Partners with finance, TA, and HRC to secure required approvals to open positions in Avature.
* Participates in standing check-in calls with the TA team and hiring business leads for open positions.
* Partners with TA as needed through the recruitment lifecycle.
* Partners with TA through our IM/PCM process.

Compensation and Rewards
* Partners with dept leads through compensation process (on and off cycle) for designated business groups, guiding leaders through their recommendations to ensure we are paying for performance, acknowledging high potential employees, and considering retention.
* Partners with business leads and employee experience team to reward employees as appropriate via various recognition programs (above and way beyond, snappy).
* Partners with the comp team to determine appropriate pay ranges (ex off cycle promo).

Organizational Development
* Partners with L and D to identify opportunities to integrate group learning activities.
* Works with business leads to identify gaps and work with L and D teams for development solutions.
* Encourages high participation levels for L and D efforts.
* Works with leads to identify nominees within employee populations for various development programs.
* Partners with L and D to co-create targeted content and facilitates training for assigned employee groups.

EDUCATION

Bachelor's degree in a related field

EXPERIENCE

Required minimum of 6+ years in Human Resources and a minimum of 4+ years in HRBP

KNOWLEDGE, SKILLS, AND ABILITIES

Proficient in the following:

* Employee Relations

* Policy Interpretation

* Compensation Planning

* Talent Programs

* Performance Management

* Conflict Management

* Exposure to Change Management

* Internal/External Relationship (COE) Management

* Solutions Oriented

* Diagnosing the business

COMPETENCIES

* Flexibility: Possesses openness to different and new ways of doing things, in a variety of situations, and with a variety of individuals or groups; Readily modifies, responds to, and integrates change.

* Resourceful: Understanding what's available and how to apply it, how to gather info, and who POC is.

* Accountability: Demonstrates and communicates a higher level of ownership and commitment to achieving results.

* Sound Judgment: Evaluate a situation or a problem objectively with a clear head, calculate risks, and make

a recommendation.

* Decision Making: Derive decisions based on judgment and assessment.

* Agility: Navigate and operate in the gray escalating as needed.

* Business Acumen: Applies knowledge of the business and how things work and understands the impact of decisions.