Careers that Change Lives
The Talent Management and Development Consultant (TMC) EMEA is an integral part of the Global Talent and Leadership Development Center of Excellence (GTLD COE) team and reports to the Talent Management and Development Director, EMEA. This role forms a strong partnership with the EMEA Leadership Team, HR Business Partners (HRBPs), and Talent Acquisition to understand business strategies, their talent implications and to develop and execute plans to improve business results and positively impact the organization. This role will successfully deploy talent management processes and solutions to business leaders, managers and employees in EMEA to deliver goal alignment, career development, performance feedback, leadership potential assessment, succession plans, and development plans. This role is responsible for advancing Inclusion and Diversity, leveraging analytics to diagnose the organize and promotion of organization health.
The TMC will serve as a valuable feedback loop from HRBPs and business leaders to the Global Process Owners on program design to ensure alignment to key business priorities and objectives. This role is an expert in talent diagnosis, consulting, and solutions delivery.
Focus areas include Org and Talent Planning (OTP), Performance Management, Career Development for All, Assessments/360s, Coaching, Global Inclusion Diversity & Engagement (GIDE), Executive Development, Leadership Onboarding, Strategic Workforce Planning.
A Day in the Life
Partner closely with GTLD Global Process Owners to design programs and tools
• Represent HRBPs and business leaders in program design; ensuring two-way connectivity
• Provide perspective and input to the realities of program deployment
• Does not own design, but links center-led program to business priorities, ensuring programs are practical and can be effectively implemented
• Provide end-to-end input on core process design to ensure effective tools are developed
• Partner with program team to ensure effective and appropriate messaging
Connect Business and Talent COE
• Consult with HR and business leaders to identify talent-related needs and implement the right COE-delivered solutions for the Client Group.
• Maintain strong relations with HRBPs and business leaders to ensure talent management processes and practices are in alignment with the organization.
• Act as a change agent and effectively utilize change management methodologies when deploying solutions and processes.
Build and Manage Talent Bench
• Execute OTP within Client Group to ensure creation of strong diverse leadership benches. Develop and execute a plan based on outcomes to ensure robust succession plans for identified roles.
• Manage key talent pools (for example high pos, diverse talent, successors, etc.) Engage and monitor their development to ensure plans are in place and progressing. Liaise with Global Process owners to deploy targeted solutions as needed (i.e. assessment, coaching, etc.)
• Conduct high potential program nominations based on OTP outcomes.
• Leverage internal talent movement to match high potential talent with opportunities, using the development plans and succession planning data as guides
• Facilitate talent updates at leadership meetings.
• Create talent slates for roles at the VP level+, select Director/Sr. Director level roles
Advance Tenet 5 through deploying core HR processes
• Implement programs, tools, and resources in support of the Career Development Framework to promote growth and career development of all employees.
• Facilitate the Strategic Workforce Planning Process to forecast talent needs and develop proactive talent strategies to ensure the organization has talent for today and the future. Partner with HRBPs, Talent Acquisition (TA), and Human Capital Insights in this process.
• Own deployment of the performance management process, including facilitating goal alignment, performance calibrations, and providing training / resources to people managers to encourage a culture of balanced and timely feedback throughout the cycle.
• Connect COE resources related to Organization Design, Team Effectiveness, and Change Management with business needs.
Advance Diversity and Organization Health
• Actively improve diversity within talent bench. Partner with TA to develop diverse external talent pipelines.
• Deploy related organization health processes (Engagement Survey, Diversity Data & Analytics, Network Event Participation)
• Partner with HRBPs and leaders in championing efforts to drive high engagement and inclusion. Utilize the org health survey results to measure progress.
• Ensure GIDE is brought to all talent initiatives (Career Development for All, Performance Management, Organization and Talent Planning) while measuring progress.
• Leverage resources to drive GIDE awareness with critical HR and Business stakeholders.
Support Leader Performance
• Ensure successful on-boarding and integration of new VP leaders in partnership with HRBPs. Develop onboarding plans and facilitate the New Leader Assimilation process.
• Identify coaching, feedback, and assessment resources to support leadership development via internal or external delivery. Partner closely with Executive Development GPOs.
• Build differentiated High Potential Development Plans for VP leaders
Must Have: Minimum Requirements
• 10+ years of professional work experience
• 5+ years of HR experience
• Bachelor's Degree
Nice to have
• Prior Talent Management experience in a global organization
• Project management experience
• Facilitation experience
• Change Management experience
• Prior experience working with global diverse teams
• Track record of success working in a highly matrix global organization
• Ability to work effectively with all levels of employees and management
• Strong organizational and analytical skills with the ability to manage multiple priorities and synthesize complex information
• Demonstrated ability to provide strategic, proactive partnership to leaders
• Demonstrated excellence in written and verbal communication skills
• Demonstrated ability to exercise independent judgment and discretion, as well as maintenance of confidentiality
• Demonstrated solid business judgment with a bias for action
• Strong consulting skills to effectively engage with senior level leaders
• Subject matter expertise in talent planning, performance management, talent review and succession planning
• Prior experience with various assessment tools, for example 360’s, MBTI, or other
• Experience leveraging data/metrics to identify trends and proactively address
• Strong relationship building and stakeholder management skills
• Experience with HR systems such as Workday
Physical Job Requirements:
Physical capabilities to perform the job:
• The physical demands described within the Responsibilities section of this job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• While performing the duties of this job, the employee is regularly required to be independently mobile. The employee is also required to use a computer and communicate with peers and co-workers.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The above description is intended to describe the general content, identify the essential functions of, and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements.
Travel Required: 10-15%