Talent Management Business Partner
CA - Commerce
Job Summary:
As a member of the Talent Management team, the Talent Management Business Partner will drive a development culture. The Talent Management Business Partner in conjunction with the Human Resources Business Partner and the Market Director will identify development opportunities within the specific market. They will be responsible for the consistent delivery of relevant adult learning to leadership roles within the Market.
The Talent Management Business Partner’s primary responsibility will be to work directly with the Regional Senior Leadership Team in the development of leadership and managerial capabilities at the Store Manager and Assistant Store Manager level. Providing the stores leadership team members with the knowledge, skills, and abilities (KSAs) they will need to succeed and drive a high performance environment.
Assessing Performance Needs:
- Partner with the Human Resources Business Partner and the Market Directors to identify individual capability levels and gaps within the management teams that affect organization performance.
- Owns and facilitates the Succession Planning process in partnership with Human Resources Business Partner and the Regional Vice President of the region.
- Collaborates with Human Resources Business Partner, Market Directors and the Regional Vice President of Stores in developing and monitoring individual development plans.
- Consider internal and external changes in the working environment and develops recommendations to update talent and learning and development programs.
- Owns the succession planning process for the region, up to and including regularly reviewing Succession Plans / IDPs with Market Directors, RVPs of Store Ops and Human Resources Business Partners to determine the need to deliver management, leadership and development activities to prepare the “High Potential Associate” for future advancement in the organization.
- In conjunction with the Regionals Senior Leadership Team, assess candidates, validates that all development activities and assessments have been completed successfully.
- In conjunction with the Regionals Senior Leadership Team, assess candidate’s readiness for new position and identify any further development needed through evaluations.
Continuous Improvement:
- Collaborates with Regional Senior Management Team to ensure talent, learning and development programs are current, consistent, and aligned with company goals to positively impact key performance indicators (KPIs).
- In conjunction with Senior Regional Management when deficiencies are seen in the leadership of the region creates business case for new programs and gains sponsorship/support, from all stakeholders, up to and including the Talent Management Center of Expertise.
Facilitating & Coordinating Development
- Leverages content from Learning Management System (LMS) and integrating 99-University system into the development needs of the region.
- Oversees the Implementation of the Management Development Programs at all levels to introduce new and experienced Managers to the expected leadership behaviors and management skills.
- Reinforces the company’s brand, vision, mission and values in all talent and learning activities.
Evaluating Learning
- Tracks key performance indicators (KPIs) to determine the effectiveness of current development programs.
- Measures the effectiveness of talent and development programs to ensure a return on investment.
- Holds oneself accountable to achieving business objective goals.
- Maintain continuous communication with Senior Regional Management Leadership to determine effectiveness of talent and development programs, ensuring that development needs are being met.
Required Skills/Abilities:
- Superior verbal and written communication skills.
- Excellent platform skills.
- Proficient with Microsoft Office Suite or related software.
- Excellent coaching skills.
- Excellent leadership skills.
- Strong analytical and critical thinking skills.
Education and Experience:
- 7 + years of broad talent management, development skills in a multi-unit environment..
- Bachelor's degree in adult education and learning, accompanied with multi-years of practical work experience in a world class organization(s).
- Experience executing organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
- Previous experience in capturing metrics and producing various employment reports.
- Proficient in MS Office (PowerPoint, Excel, Word); knowledge of Learning Management Systems a plus.
- Advanced written, oral, interpersonal, and organizational skills.
- Detail-oriented, highly motivated, possessing high level of energy and enthusiasm.
- Experience and ability to work on a team as well as independently.
- Demonstrated ability to build trusting relationships by fearlessly sharing insights on development needs and progress.
- Ability to meet deadlines, and manage multiple priorities including day-to-day tasks and ongoing projects
- Experience in influencing multi-unit teams.
Job Summary:
As a member of the Talent Management team, the Talent Management Business Partner will drive a development culture. The Talent Management Business Partner in conjunction with the Human Resources Business Partner and the Market Director will identify development opportunities within the specific market. They will be responsible for the consistent delivery of relevant adult learning to leadership roles within the Market.
The Talent Management Business Partner’s primary responsibility will be to work directly with the Regional Senior Leadership Team in the development of leadership and managerial capabilities at the Store Manager and Assistant Store Manager level. Providing the stores leadership team members with the knowledge, skills, and abilities (KSAs) they will need to succeed and drive a high performance environment.
Assessing Performance Needs:
- Partner with the Human Resources Business Partner and the Market Directors to identify individual capability levels and gaps within the management teams that affect organization performance.
- Owns and facilitates the Succession Planning process in partnership with Human Resources Business Partner and the Regional Vice President of the region.
- Collaborates with Human Resources Business Partner, Market Directors and the Regional Vice President of Stores in developing and monitoring individual development plans.
- Consider internal and external changes in the working environment and develops recommendations to update talent and learning and development programs.
- Owns the succession planning process for the region, up to and including regularly reviewing Succession Plans / IDPs with Market Directors, RVPs of Store Ops and Human Resources Business Partners to determine the need to deliver management, leadership and development activities to prepare the “High Potential Associate” for future advancement in the organization.
- In conjunction with the Regionals Senior Leadership Team, assess candidates, validates that all development activities and assessments have been completed successfully.
- In conjunction with the Regionals Senior Leadership Team, assess candidate’s readiness for new position and identify any further development needed through evaluations.
Continuous Improvement:
- Collaborates with Regional Senior Management Team to ensure talent, learning and development programs are current, consistent, and aligned with company goals to positively impact key performance indicators (KPIs).
- In conjunction with Senior Regional Management when deficiencies are seen in the leadership of the region creates business case for new programs and gains sponsorship/support, from all stakeholders, up to and including the Talent Management Center of Expertise.
Facilitating & Coordinating Development
- Leverages content from Learning Management System (LMS) and integrating 99-University system into the development needs of the region.
- Oversees the Implementation of the Management Development Programs at all levels to introduce new and experienced Managers to the expected leadership behaviors and management skills.
- Reinforces the company’s brand, vision, mission and values in all talent and learning activities.
Evaluating Learning
- Tracks key performance indicators (KPIs) to determine the effectiveness of current development programs.
- Measures the effectiveness of talent and development programs to ensure a return on investment.
- Holds oneself accountable to achieving business objective goals.
- Maintain continuous communication with Senior Regional Management Leadership to determine effectiveness of talent and development programs, ensuring that development needs are being met.
Required Skills/Abilities:
- Superior verbal and written communication skills.
- Excellent platform skills.
- Proficient with Microsoft Office Suite or related software.
- Excellent coaching skills.
- Excellent leadership skills.
- Strong analytical and critical thinking skills.
Education and Experience:
- 7 + years of broad talent management, development skills in a multi-unit environment..
- Bachelor's degree in adult education and learning, accompanied with multi-years of practical work experience in a world class organization(s).
- Experience executing organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management.
- Previous experience in capturing metrics and producing various employment reports.
- Proficient in MS Office (PowerPoint, Excel, Word); knowledge of Learning Management Systems a plus.
- Advanced written, oral, interpersonal, and organizational skills.
- Detail-oriented, highly motivated, possessing high level of energy and enthusiasm.
- Experience and ability to work on a team as well as independently.
- Demonstrated ability to build trusting relationships by fearlessly sharing insights on development needs and progress.
- Ability to meet deadlines, and manage multiple priorities including day-to-day tasks and ongoing projects
- Experience in influencing multi-unit teams.
