Manager, Talent Management & Development

Orlando, Florida
$91,840.00 - 137,760.00
Sep 30, 2016
Oct 25, 2016

We are seeking an individual for a Regular position as a Manager, Talent Management & Development in the Human Resources Division.

Job Purpose:  This position is responsible for creating and deploying talent strategies that enhance OUC’s capabilities and ensures it has the talent capable of meeting current and future business needs. Manages and coordinates commission wide efforts to ensure that performance management programs are developed and managed with a focus that sets priorities for improvements aligned to ongoing strategic imperatives. Engages with senior leaders, managers, and the Training department to proactively assess and analyze needs in all areas of strategic organizational development, effectiveness, and talent management; including, but not limited to: organizational design, performance management, talent planning, succession planning, team effectiveness, change management, and aligning talent and organizational development best practices with OUC’s strategy. 

 Primary Functions:

  • Actively search, design and implement effective methods to enhance employee performance;
  • Create and implement performance management to drive employee accountability;
  • Own the Performance Management process:
  • Implement Performance Management strategy;
  • Continue to enhance the use of Performance Management technology;
  • Monitor, evaluate, and report on the effectiveness and efficiency of the performance management system and programs;
  • Oversee staff in launching and reviewing performance evaluations.
  • Responsible for overseeing competency modeling activities to create job descriptions, performance evaluations, development tools to address competency deficiencies and behavioral interviewing guides;
  • Assist the Training and Development team in creating organizational training plans, as well as career path models;
  • Consult with management on performance, organizational, and leadership matters and conducts needs assessments to determine measures required to enhance employee job performance;
  • Responsible for identifying and redefining processes that promote or enable talent development and leadership performance and assists in aligning leadership development, performance management, succession management/planning and other initiatives with identified short and long-term goals;
  • Grows the impact of Organization Design and Effectiveness commission-wide by designing, developing and delivering tools and interventions supporting leaders in talent management, development, and reorganizations;
  • Work with managers and employees to chart a course within OUC for career path and career development by discussing short and long term career objectives and mapping the required competencies needed to work toward targeted career goals;
  • Responsible for managing the annual talent assessment and succession planning process;
  • Supports development of identified high potentials through programmatic or other individually focused initiatives;
  • Assists with designing and delivering change leadership strategies and designs change management support tools;
  • Assists with development and implements non-technical talent enhancement activities for all levels of employees, to include, but not be limited to: knowledge transfer, on-boarding, and other activities identified as high strategic priorities;
  • Assist with the development, cultivation, and reinforcement of each employee’s strengths to reach new levels of skills, knowledge, and abilities;
  • Assist with leading managers and senior leadership through various talent development programs including talent assessments, succession and development planning, performance management and consulting, objective setting, leadership development, and engagement surveys and action planning;
  • Monitor external trends on talent and recommend and assist with developing leading edge capabilities to engage, develop, and retain the best talent and identify key measures and analyze trends to evaluate the effectiveness of our talent programs;
  • Supports the Dir., Human Resources with developing required action plans in support of human capital issues;
  • Lead, engage, motivate and develop a team that delivers effective coaching for managers and employees in the career development process, ensuring career development plans support OUC’s goals and objectives;
  • Other duties as assigned.

Technical Requirements:

Demonstrated working  knowledge in  all of the following, but not limited to:

  • Organizational Development

  • Change management

  • Organization and group dynamics in a corporate setting

  • Motivational theory

  • Organization design strategies and business planning;

  • Proven expertise in Succession planning and management in a corporate environment;
  • Performance management implementation and administration;
  • Organizational assessments and the use of psychometric instruments such as TTI, MBTI, DISC, 360 Degree Feedback, etc.;
  • Demonstrated track record for successfully developing a strategic road map for talent management and development; including setting and achieving goals, building/leading a team, identifying opportunities, and driving process improvement efforts;
  • Must have strong capability in driving efficiencies in the  use of technologies, processes, and workflow;
  • Thorough understanding of state, federal, and local employment laws.

Education/Certification/Years of Experience Requirements:

  • Bachelor’s degree in Human Resources, Organizational Development, Industrial Organizational Psychology, or related degree from a publicly accredited college or university AND ten (10) years of progressive experience in Human Resources or Talent Organizational Development, with at least five (5)  years progressively responsible talent development experience working with both white collar professionals and blue collar level employees in a corporate environment required; or
  • Master’s degree in Human Resources, Organizational Development, Industrial Organizational Psychology, or related degree from a publicly accredited college or university AND seven (7) years of progressive experience in Human Resources or Talent Organizational Development,  with at least five (5)  years progressively responsible talent development experience working with both white collar professionals and blue collar level employees in a corporate environment required;
  • Five (5) years of management experience in HR, Organizational Development, or Talent Management function and demonstrated experience in building a comprehensive Organizational Development and Talent Management framework required;
  • Experience using Cornerstone’s Performance Management and Learning Management Systems highly desired;
  • Utility experience preferred;
  • SHRM or HRCI Certified Professional (SPHR/PHR or SHRM-CP/SHRM-SCP), Certified Professional in Learning and Performance (CPLP)  preferred with the ability to obtain certification within one year of hire;

More jobs like this