This position is responsible for partnering with senior executives and HR to lead and oversee enterprise-wide Leadership and Talent Development programs, including global performance management to design and execute the organization's global leadership and talent development strategy including behavioral reinforcement, measurement and analysis, learning processes, technologies and systems.

Reporting to the Vice President of Talent and Organizational Effectiveness, this role works closely with People & Culture (P&C) Leaders and business partners to conceptualize, design, and implement global, scalable talent development solutions and programs in alignment with the organization's annual business goals and long-term strategy. This role requires the ability to function as a leader driving the global employee learning and leadership development vision as part of the Global Integrated Talent Strategy, with a clear understanding of business performance needs, organizational objectives, and performance management. This position works closely with senior executives, talent management, HR business partners, DEI, and talent acquisition to determine development opportunities that needs to be designed and implemented internally, purchased, or outsourced for all employees and leaders across the enterprise, from individual contributors to senior executives.

• Leads and implements enterprise-wide Talent Development strategy and growth roadmap in partnership with key stakeholders, translating the organization's business strategy into thoughtful and innovative employee development practices.

• Coaches P&C colleagues and business leaders in terms of identifying gaps and solutions for our leadership population.

• Provides assessments and coaching to leaders as part of development opportunities, including Personal Development Plans/Goalsetting, feedback loops, and the executive coaching cadre and 180/360 assessment experience.

• Responsible for the enterprise end-to-end performance management process, including personal development plans/goal-setting, feedback loops, performance evaluations for leaders and contributors and learning materials to support the process and experience.

• Leads and implements enterprise-wide Leadership Development strategy and growth roadmap in partnership with key stakeholders, translating the organization's Talent Strategy into thoughtful, innovative, and tailored leadership development experiences.

• Establishes relationships across the organization and key stakeholders, known and leveraged as the leadership development expert.

• Aligns enterprise talent strategy development themes, identifies and creates programs that support employee growth, including clear and inspired vision of the translation of learning needs into both live/virtual and digitally compatible solutions.

• Facilitates monthly talent and leadership development series cadence, materials, speakers, and executive input (The executive 30/30 and Extended Leadership Engagement Session series).

• Leads competency modeling learning design, development and deployment of certification programs, and leadership career pathing.

• Conducts learning needs analyses on an ongoing basis to identify knowledge and skill gaps, iterating next-stage evolution of our agile leadership learning environment.

• Serves as the global talent and leadership development strategist, collaborating with others to align development programs with businesses needs for optimal performance; including high potential development.

• Partners with HR Business Partners, talent management, and management to facilitate the global talent calibration and review processes, including high potential identification, development, and succession.
  

• Prepares and socializes of audience/level-appropriate communication regarding leadership development programs, processes, and systems.

• Identifies and manages relationships with training vendors and consultants, developing a blended and connected approach to leadership and other talent development programs.

• Manages and/or facilitates instructor-led training to increase attendee engagement and address various learning styles, inclusive of the design of learning content, facilitator guides, and toolkits.

• Provides thought leadership through awareness of adult learning theory, industry best-practices, cutting edge techniques, instructional design, and leadership development trends.

• Assesses metrics on ROI to measure success and impact of learning and development programs.

• Facilitates multiple leadership and talent development programs as needed across the organization.

• Provides coaching and leadership on learning management systems (LMS) and processes for efficiency, record keeping, and flawless deployment of global talent development programs.

• Occasional business travel may be required.

• May lead projects and performs other duties as assigned.

• Determine appropriate resourcing of staff in order to achieve goals and objectives.

• Build an effective leadership team through mentoring and formal education that focuses on management and project management principles.

• Define annual Key Performance Indicators aligned with corporate goals.

• Manage and mentor employees and/or managers on performance gaps, career development opportunities, and strategies.

• Manage and coach employees and/or managers on all human resource related processes including onboarding, performance management, succession planning, employee relations, selection, terminations, compensation and rewards.

• Recognize others’ contributions and share credit for success.

• Own attainment of high employee satisfaction and retention; lead development of program and initiatives within group to attain high employee satisfaction.

• Experience leading, developing, and executing global talent and leadership development strategies and programs.

• Proven success in consulting with leaders on learning-related solutions.

• Outstanding interpersonal, communications and presentation skills; ability to effectively convey information and ideas.

• Clear Communication for all leadership development programming and experiences.

• Experience working with Learning Management Systems (LMS) and training tools / software.

• Experience leading, managing and influencing others.

• Experience working collaboratively with cross-functional teams, across various time-zones.
  

• Critical thinking and creative problem solver.

• Excellence in customer service and attention to detail.

• Ability to work remotely, independently and with a team.

• Proficiency in Windows and Microsoft Office Suite. Specifically with presentation design and materials creation for leader-level consumption.

• Bachelor's Degree required, preferably in HR, I/O Psychology, Leadership Development, Organizational Development, Instructional Technology, Adult Education or related field. Master's Degree preferred.

• Ten (10) plus years experience designing and delivering learning programs.

• Four (4) plus years leadership responsibility.

• Experience with learning management systems.

• Or equivalent combination of education and/or experience.

• Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.

• Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.

• Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.

• Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.

• Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.

The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.