VP, Talent Management

The Global Talent Management team focuses on internal talent identification/review and associated processes, including succession/contingency planning, promotions, individual development planning (IDP), workforce planning, and performance management.

NYC-based; hybrid schedule (4 days in office, 1 day remote)

This is not a Talent Acquisition or HR Business Partner role

Experience must be directly aligned to Talent Management

Level: Incoming Vice President

RESPONSIBILITIES

Assess quantitative analysis and predictive modeling of internal and external data and benchmarks and make recommendations based on findings

Collaborate with the Chief Human Resources Officer (CHRO) and HR Business Partners to understand the talent landscape and address talent gaps and development needs

Assess return-on-investment and impact scenarios, identifying and implementing talent strategies for future workforce requirements

Lead business units in succession and contingency planning

Responsible for the creation of regional and global talent committee documents

Manage initiatives for emerging leaders and leadership development

Lead the talent review and promotion process, ensuring fair and consistent evaluation and feedback

Manage the promotion pipeline in collaboration with Human Resources Business Partners (HRBPs), supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements

Consult with stakeholders to understand business priorities, identify requirements and propose effective development solutions

Link individual and team performance to development opportunities and promotions

Work with business leaders to diagnose business line performance problems and organizational effectiveness issues

Conduct performance management, including advising on development opportunities

Responsible for developing and implementing talent development initiatives with a focus on internal mobility and career development

Identify opportunities for improvement within HR through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas

Develop papers and materials for senior committees and regulators to demonstrate compliance with expectations, and highlight risk and mitigation as required

WORK EXPERIENCE

6+ years of experience in talent management or HR business partner roles

Extensive experience in talent review, succession planning, workforce planning, and performance improvement and management

Proven success in talent development and development programming

Experience managing the promotion process

Experience in a complex global environment

Has experience incorporating diversity, equity, and inclusion into talent processes and practices

FUNCTIONAL SKILLS

In-depth knowledge of talent management principles, practices and tools

Strong proficiency with quantitative analysis and predictive modeling in relation to workforce planning

Proven strength in talent identification, performance review, performance management and talent development

Developmental assessments: 360‑degree assessments; simulations; high‑potential assessments; personality assessments; skills assessments; competency assessments

Goal‑setting best practices: individual development plans; specific, measurable, achievable, relevant and time‑based (SMART) goals

Workforce planning approaches, techniques and analyses: forecasting; build, buy, borrow and bridge strategies; attrition; gap and solution; supply and demand

Exceptional meeting facilitation skills

FOUNDATIONAL SKILLS

Strong communication and influencing skills

Identifies multiple paths to success using analytical and critical thinking as well as decision‑making skills

Operates strategically to support a culture of continuous improvement and systems thinking

Makes sound business decisions in a complex work environment

Collaborates with other business functions and divisions to advance business objectives

Is flexible, decisive, and able to establish support from leadership

Monitors industry trends and best practices and applies insights to advance the business

Exhibits and fosters optimism, resilience, flexibility, and openness to others’ ideas

Inspires innovation and values learning as a lifelong professional objective

Leads by example, engaging inclusively and with intent

Always acts with integrity

EDUCATION

Degree in Human Resources, Business Administration, or related field or equivalent work experience equally preferable

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