Full Job Description
The Senior Manager, Talent Management is responsible for driving processes that result in the identification and exposure of talent across functions and divisions, with an emphasis on diverse pipelines and cross-functional movement. The incumbent is responsible for serving as a talent broker for their area of responsibility via a consultative relationship with their HR partners, executing an effective strategy for meeting internal staffing needs, proactively identifying critical roles / markets, executing talent planning and succession planning processes and creating and maintaining leadership pipelines, utilizing a broad perspective as well as metrics and data analysis to drive strategy and decision making around people forecasting. The STM tracks movement via reporting including a historical perspective of pipeline accuracy and succession plan utilization and will help facilitate key movements of talent within the organization. The position provides feedback to O/E partners on tools / processes and partners w/ Talent Acquisition to fill talent gaps externally as needed.
The Senior Manager TM has an enterprise-wide focus ensuring that appropriate TM tools, processes and systems are available at all levels within the organization to execute and assist in the facilitation of developmental assessments, processes and programs. The incumbent partners closely with business and HR leaders, to ensure that THD is building a strong leadership pipeline with the bench strength needed to back fill critical roles. Additionally, he/she ensures that talent management at the Home Depot is a business tool enabling leaders to make more informed decisions and reducing risks, resulting in less time to fill, easier transitions into roles, better matching of talent for positions and decreased costs of onboarding and training. Performance Deliverables include: Successful implementation of talent planning 9-box, pipeline and succession planning processes, as well as other talent management tools; timely reporting of movement, action items, etc.; Achieved goals in the areas of time to fill and pipeline utilization.
MAJOR TASKS, RESPONSIBILITIES AND KEY ACCOUNTABILITIES
Drive the HR Review and succession planning process Oversee the design and execution of 360degree and the facilitated feedback process Ensure the design and implementation of career development and management tools and processes for various levels across the organization Partner closely with business/HR Leaders and leadership program managers to ensure build leadership pipeline Utilize metrics and data analysis to drive process/tool design, strategy, and decision-making Hire, coach, develop, and, manage performance of direct reports. Responsible for hiring, coaching, developing, and managing the performance of the members of the talent management team.
NATURE AND SCOPE
Senior Director, OE/Talent Management Accountable for the management of a department or functional group through subordinate supervisors/managers and for all personnel issues - including selection, termination, performance appraisal and professional development of subordinates.
ENVIRONMENTAL JOB REQUIREMENTS
Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Typically requires overnight travel 5% to 20% of the time.
Must be eighteen years of age
Must pass the Drug Test
Must pass the Background Check
Must pass pre-employment tests if applicable
The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.
YEARS OF RELEVANT WORK EXPERIENCE - 6
PHYSICAL JOB REQUIREMENTS
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.
Masters in HR, I/O Pyschology, OD or other related field Proven experience in Talent Management, Sucession Planning and Career Development
KNOWLEDGE, SKILLS, ABILITIES AND COMPETENCIES
Relationship building People management Process orientation Coaching/Development Leverage external networks