Focus, Scope, & Impact:
The Director of Talent Management’s role is to support our Company to develop talent at all levels through programs, products and strategies, in partnership with our business leaders and HR teams, as well as ensure that our internal and external talent pools are being considered effectively for hiring and advancement and we are making strong progress on our succession planning, and people development aspirations. This role will have specific accountability within our North America Operating Unit.
This role is expected to have deep subject matter expertise in Talent Management and should be able to provide consulting advice and support to HR and business leaders on topics such as succession management, pipeline development, talent segmentation, performance management and strategic investment choices to advance talent within the company.
The role holder will also be responsible for providing talent expertise and solutions to a number of different functions within the North America Operating Unit. Strong consulting skills and the ability to manage and navigate a complex stakeholder environment are also of critical importance. Key responsibilities include:
Set and implement talent strategies, processes and routines to ensure that we have the right talent pipeline, with the right skills in the right place to meet current and future business needs.
Partner with the Operating Unit and Corporate Function HRDs and Business Leadership Team to help design and execute local talent priorities in line with Global Talent Strategy.
Design and align with global Talent Processes (Talent Segmentation, Succession Planning & Performance Differentiation) and partner with Strategic Business Partners to implement across the Operating Unit.
Leading all talent processes including People Development forums (PDF), assessments and development agenda for the OU. Ensure that all actions coming out of the PDF agenda are executed and effectiveness measured.
Develop fit for purpose local talent strategies and ensure that the talent & development agenda supports the development of the talent pipeline for future growth.
Identify and contribute to strengthen individual and organizational capabilities across the OU.
Responsible of integrating our leadership definition and growth behaviors through a holistic and pragmatic approach through all talent practices.
Accountable to design, implement, adopt and adapt solutions to facilitate process ownership in their scope to scale from Global to Operating Unit.
Ensure that the talent processes for the Operating Unit are well commercialized, are tracked leveraging global talent metrics and are successful.
Continuously look for external Talent Management practices. (Outside in).
Act as an SME and consultant, delivering the end-to-end talent experience, for a set of specific clients within the Operating Unit.
Be a performance and development coach; invest in building and executing programs to support high potential talent development.
Be a data and insights guru; report out effectiveness of our talent management strategies to the business periodically and ensure course correction at appropriate intervals.
KEY SUCCESS PARAMETERS
Experience
+8 years of Human Resources experience, Talent Development, Talent Management, Organizational Development and Learning in a multinational company.
Work Focus
Translate business strategies into Talent development plans, including diagnosing internal/ external risks.
Build consensus and sponsorship across stakeholders from multiple cultures and business environments.
Ability to understand, balance, prioritize and develop compelling approaches to best meet the needs of the business.
Determine short and long-term integrated talent and development plans through the assessment of business needs, etc.
Assess business needs, trends, and implications.
Determine and gain agreement for financial model and detail funding for OU Talent & Development initiatives.
Organization Impact/ Influence- Interactions
Inside KO:
People Strategic Business Partners
OU Leadership team
Global and Other Operating Unit Talent & Development leaders
People Services Team
Outside KO:
Preferred Suppliers/ Vendors
Global Learning and Development Network & experts
Industry specialists outside the company
Talent and Development leads from regional bottlers
KEY KNOWLEDGE REQUIREMENTS
Mastery of:
Business Acumen
Talent Management
Talent Strategies
Learning & Development
Growth Behaviors Role Model
Broad Expertise:
Coaching
HR Practices
Consulting
Project Management
Change Management