Key Responsibilities
• Establish and maintain Helen Keller’s talent acquisition framework, including
recruitment process standards, candidate assessment and selection guidance,
interview consistency tools, and offer-stage practices.
- Maintain and continuously improve the performance management framework — the
philosophy, processes, cadence, tools, and guidance that enable meaningful
performance conversations, accountability, and development.
- Design and maintain the talent review, calibration, and succession planning processes
and tools, ensuring a systematic approach to assessing talent, identifying successors,
and building pipeline depth.
- Develop and maintain talent assessment methodologies and tools that support hiring,
internal mobility, succession planning, leadership readiness, and workforce capability.
- Embed Helen Keller's Employee Value Proposition across talent management
practices and the employee lifecycle.
- Establish global onboarding standards and design offboarding and transition
frameworks that support employees from pre-boarding through departure.
- Design the recognition framework and develop practical employee experience toolkits
that Human Resources Business Partners and Managers apply in their local contexts.
- Partner with the Systems Administration and Data Advisor to define and monitor talent
indicators — time-to-fill, internal mobility, succession pipeline depth, and performance
distribution — and use them to improve talent frameworks.
- Partner with Human Resources Business Partners and Human Resources Managers
to evaluate the effectiveness of talent management practices, using local feedback
and organizational data to continuously improve frameworks and guidance.
Other Duties
This job announcement is not designed to cover or contain a comprehensive list of activities,
duties or responsibilities for the position. Duties, responsibilities and activities may change at
any time with or without notice. All positions are required to perform any additional tasks
assigned by the supervisor.
Skills & Experience
- Experience designing and implementing talent management frameworks, such as
performance management, succession planning, talent assessment, career
development, or workforce capability programs in a complex organization.
- Experience developing practical tools, frameworks, policies, and guidance that enable
managers and HR professionals to consistently apply talent practices across diverse
contexts.
- Experience facilitating talent reviews, calibration discussions, succession planning, or
workforce capability assessments using data to inform decisions.
- Strong analytical skills with the ability to interpret workforce data, identify trends, and
translate insights into practical improvements to talent management strategies.
- Experience working with HR information systems, people analytics, or employee
survey platforms to support evidence-based decision-making.
- Demonstrated ability to influence and collaborate with senior leaders, Human
Resources Business Partners, and cross-functional stakeholders without relying on
formal authority.
