Manager, Succession Planning & Performance Management - Req. 1901251
Under limited supervision, uses extensive knowledge and skills obtained through education and experience to support business strategy by leading the design and deployment of tools and resources related to the firm’s talent management solutions, e.g. performance management, talent review and succession planning, high potential identification. Provides functional and process leadership for the human capital management system. May lead large or multiple projects with potentially significant scope and business impact. Works with a team on challenging assignments that are broad in nature requiring originality and ingenuity with appreciable latitude for unreviewed actions or decisions. Provides comprehensive solutions to complex problems. Extensive contact with internal customers and other human resource functional areas is required to identify, research, analyze and resolve learning issues.
Essential Duties and Responsibilities:
• Designs processes and tools that support and enable a successful performance management program
• Collaborates with key stakeholders to create a strategy that strengthens the approach to performance management to support robust conversations between managers and associates
• Partners with Compensations center of expertise to align performance management process to compensation practices
• Maintains process documentation utilized by HR Technology team to implement performance management system and succession planning processes
• Reports and analyzes progress and results of performance management and talent review processes
• Partners with learning and professional development team to create education materials for performance management, talent review and succession planning processes
• Maintains succession plan documentation
• Administers the talent review and succession planning process for Executive Committee and Board of Directors meetings
• Oversees the creation and maintenance of talent profiles
• Creates education material for managers to execute an effective talent review and succession planning session
• Identifies opportunities to strengthen tools and resources used by leaders to identify associate potential
• Partners with HR Technology team to identify ongoing system enhancements that can increase efficiency and effectiveness of our talent management processes
Knowledge, Skills, and Abilities:
• Talent Management theories, including performance management, succession planning and high potential identification
• Human Capital Management technologies
• Managing projects from inception to implementation.
• Allocating workflow processes efficiently and effectively.
• Aligning talent management tools and solutions with organizational needs and plans.
• Coach and mentor others.
• Train, guide, encourage and support employees in developing their full potential.
• Incite enthusiasm and influence, motivate and persuade others to achieve desired outcomes.
• Research, analyze and develop solutions for multi-faceted problems.
• Organize, manage, and track multiple detailed tasks and assignments with frequently changing priorities and deadlines in a fast-paced work environment.
• Balance conflicting resource and priority demands.
• Facilitate meetings, ensuring that all viewpoints, ideas and problems are addressed.
• Incorporate needs, wants and goals from different business unit perspectives into talent management solutions.
• Read, interpret, analyze and apply information
• Communicate effectively, both orally and in writing.
• Provide a high level of customer service.
• Establish and maintain effective working relationships at all levels of the organization.
• Partner with other functional areas to accomplish objectives.
• Attend to detail while maintaining a big picture orientation.
• Maintain currency in business issues and training and human resource development best practices.
Educational/Previous Experience Requirements:
• Bachelor’s Degree in related discipline and a minimum of five (5) years’ experience in talent management which must include two (2) years in a supervisory role.
• Any equivalent combination of experience, education, and/or training approved by Human Resources.
• None required.