Sr. Director Talent Management
CA - Commerce
SUMMARY/PURPOSE:
At The 99, your customer obsession and desire for meaningful work that impacts your community fits right in. Working here gives you an opportunity to make a difference, invest in your career growth, and be part of a dynamic company. We are a diverse team of collaborators, innovators, and agile leaders who are driving economic growth in the communities we serve while creatively moving the industry forward.
Reporting to the CHRO, the Sr. Director of Talent Management will have responsibility for developing and executing the human resource talent strategy that reflects the 99s values and aligns with the strategic direction of the organization. Specifically, this role encompasses the integrated functions of succession planning, learning and development, change management, performance management, employee engagement, and career development. As head of the Talent Management team, you will focus on innovative strategies, tools and processes that enable peak performance and drive initiatives that empower 99ers to have successful and engaging careers.
You will leverage human capital data to deliver innovative yet practical talent solutions that help drive performance in our dynamic, rapidly changing business environment. Through this role, you will lead the organization through critical talent assessment and performance milestones including goal setting, mid-year, year-end, succession models, high-potential talent identification, and critical roles assessment etc. You will empower our people and managers with tools and frameworks they need to be successful in a performance driven culture. It is about equipping employees to think, act and perform in a retail environment that is transforming daily. This role is a unique combination of strategic, operational, and tactical leadership.
RESPONSIBILITIES /DUTIES:
- Leading the organizations multi-year talent strategy and work directly with the Senior leadership team to build the capability, programs and processes needed to support the business strategy.
- Acting as a trusted advisor and consultant for employees and leaders, take a thoughtful and creative approach to identifying solutions that align with the company’s people philosophies and culture.
- Collaborating with key stakeholders to drive corporate-wide talent management and succession planning process, identify capability gaps, and build plans to develop leaders and accelerate performance.
- Identifying the specific skills required of managers, leaders, and executives. Provide thought leadership on a competency model to be incorporated into all aspects of our people processes and programs.
- Designing executive development programs to build leadership capability, which can include 360 feedback, competency models, and other leadership standards.
- Coaching, training, and supporting managers to enhance leader effectiveness - providing guidance on coaching, mentoring, training and development, rewards and recognition, and performance management.
- Developing and implementing performance management philosophy and systems that fully link with compensation to align desired employee behaviors and results.
- Partnering with business leaders to support and lead efforts that continue to enhance employee engagement and deliver upon the company’s employee value proposition.
- Transforming and managing our internal marketplace for talent by leading strategic initiatives around employee mobility.
- Analyzing people-related data and leading tends to better understand drivers of career development, manager effectiveness and employee engagement, and design solutions to build an organization where people thrive.
- Championing innovation in the talent space and create buy-in for testing and implementing new talent management technologies and solutions.
- Inspiring a culture that embraces our mission and values and ultimately drives learning, growth, and development.
- Hiring exceptional new talent to build out your team and then have a strong passion to nurture, mentor and grow their careers.
- Taking a customer-driven approach to design and ensure that talent processes and solutions are simple, relevant, and effective; optimizing to develop increased capabilities and build a high-performance culture.
|
100% |
| Total should be 100% |
100% |
QUALIFICATIONS AND REQUIREMENTS: Minimum / Preferred:
Minimum - Bachelor’s Degree
Preferred - Master’s Degree, Doctorate, Other: Coach PCC or MCC
- Very high EQ, empathy, and self-awareness. Servant leader who’s focus is on the company, our employees, our candidates, and customers that we aim to provide an exceptional experience.
- 15+ years in progressively responsible HR leadership roles including experience or exposure to areas such as talent acquisition, talent management, learning & development, employee engagement, employee relations and diversity, equity and inclusion.
- 8+ years of management experience instilling trust and credibility with your team while guiding, developing, coaching, and managing individual and team performance.
- Experience implementing a wide range of creative and thoughtful talent management strategies and programs in a fast-paced, high-growth company.
- Experience creating and executing on tactical HR programs that solve people / business problems.
- Demonstrated success in rapidly scaling environments that require significant influencing and partnership across the business to accomplish operational goals.
- Excellent facilitation and communication skills with an innate ability to identify root cause and coach for change while motivating others.
- Strong interpersonal skills and the ability to communicate well with a wide variety of audiences, including hourly workers, supervisors, site managers, executive leaders, members of the board, and community leaders.
- Excitement for applying creative and innovative solutions to solve complex problems.
- High level of integrity, authenticity, and dependability with a bias for action and results-orientation.
- Skills with focus on change management, analytics, project management, planning and execution excellence.
Education:
- Bachelor’s Degree required
- MA or PhD in Organizational Development, Leadership, Organizational Psychology, or Organizational Behavior preferred
- Coach certification at the PCC or MCC level required
- General knowledge of development assessments, leadership programs, organizational design, organizational change, and building effective teams
- Certification preferred in the following programs or assessments a plus: 360 Assessment instruments, EQi 2.0, Situational Leadership, DiSC, StrengthsFinder, Birkman, Firo-B, or MBTI
COMPETENCIES:/MASTERY:
Customer Focus, Action Oriented, Resilient
SUMMARY/PURPOSE:
At The 99, your customer obsession and desire for meaningful work that impacts your community fits right in. Working here gives you an opportunity to make a difference, invest in your career growth, and be part of a dynamic company. We are a diverse team of collaborators, innovators, and agile leaders who are driving economic growth in the communities we serve while creatively moving the industry forward.
Reporting to the CHRO, the Sr. Director of Talent Management will have responsibility for developing and executing the human resource talent strategy that reflects the 99s values and aligns with the strategic direction of the organization. Specifically, this role encompasses the integrated functions of succession planning, learning and development, change management, performance management, employee engagement, and career development. As head of the Talent Management team, you will focus on innovative strategies, tools and processes that enable peak performance and drive initiatives that empower 99ers to have successful and engaging careers.
You will leverage human capital data to deliver innovative yet practical talent solutions that help drive performance in our dynamic, rapidly changing business environment. Through this role, you will lead the organization through critical talent assessment and performance milestones including goal setting, mid-year, year-end, succession models, high-potential talent identification, and critical roles assessment etc. You will empower our people and managers with tools and frameworks they need to be successful in a performance driven culture. It is about equipping employees to think, act and perform in a retail environment that is transforming daily. This role is a unique combination of strategic, operational, and tactical leadership.
RESPONSIBILITIES /DUTIES:
- Leading the organizations multi-year talent strategy and work directly with the Senior leadership team to build the capability, programs and processes needed to support the business strategy.
- Acting as a trusted advisor and consultant for employees and leaders, take a thoughtful and creative approach to identifying solutions that align with the company’s people philosophies and culture.
- Collaborating with key stakeholders to drive corporate-wide talent management and succession planning process, identify capability gaps, and build plans to develop leaders and accelerate performance.
- Identifying the specific skills required of managers, leaders, and executives. Provide thought leadership on a competency model to be incorporated into all aspects of our people processes and programs.
- Designing executive development programs to build leadership capability, which can include 360 feedback, competency models, and other leadership standards.
- Coaching, training, and supporting managers to enhance leader effectiveness - providing guidance on coaching, mentoring, training and development, rewards and recognition, and performance management.
- Developing and implementing performance management philosophy and systems that fully link with compensation to align desired employee behaviors and results.
- Partnering with business leaders to support and lead efforts that continue to enhance employee engagement and deliver upon the company’s employee value proposition.
- Transforming and managing our internal marketplace for talent by leading strategic initiatives around employee mobility.
- Analyzing people-related data and leading tends to better understand drivers of career development, manager effectiveness and employee engagement, and design solutions to build an organization where people thrive.
- Championing innovation in the talent space and create buy-in for testing and implementing new talent management technologies and solutions.
- Inspiring a culture that embraces our mission and values and ultimately drives learning, growth, and development.
- Hiring exceptional new talent to build out your team and then have a strong passion to nurture, mentor and grow their careers.
- Taking a customer-driven approach to design and ensure that talent processes and solutions are simple, relevant, and effective; optimizing to develop increased capabilities and build a high-performance culture.
|
100% |
| Total should be 100% |
100% |
QUALIFICATIONS AND REQUIREMENTS: Minimum / Preferred:
Minimum - Bachelor’s Degree
Preferred - Master’s Degree, Doctorate, Other: Coach PCC or MCC
- Very high EQ, empathy, and self-awareness. Servant leader who’s focus is on the company, our employees, our candidates, and customers that we aim to provide an exceptional experience.
- 15+ years in progressively responsible HR leadership roles including experience or exposure to areas such as talent acquisition, talent management, learning & development, employee engagement, employee relations and diversity, equity and inclusion.
- 8+ years of management experience instilling trust and credibility with your team while guiding, developing, coaching, and managing individual and team performance.
- Experience implementing a wide range of creative and thoughtful talent management strategies and programs in a fast-paced, high-growth company.
- Experience creating and executing on tactical HR programs that solve people / business problems.
- Demonstrated success in rapidly scaling environments that require significant influencing and partnership across the business to accomplish operational goals.
- Excellent facilitation and communication skills with an innate ability to identify root cause and coach for change while motivating others.
- Strong interpersonal skills and the ability to communicate well with a wide variety of audiences, including hourly workers, supervisors, site managers, executive leaders, members of the board, and community leaders.
- Excitement for applying creative and innovative solutions to solve complex problems.
- High level of integrity, authenticity, and dependability with a bias for action and results-orientation.
- Skills with focus on change management, analytics, project management, planning and execution excellence.
Education:
- Bachelor’s Degree required
- MA or PhD in Organizational Development, Leadership, Organizational Psychology, or Organizational Behavior preferred
- Coach certification at the PCC or MCC level required
- General knowledge of development assessments, leadership programs, organizational design, organizational change, and building effective teams
- Certification preferred in the following programs or assessments a plus: 360 Assessment instruments, EQi 2.0, Situational Leadership, DiSC, StrengthsFinder, Birkman, Firo-B, or MBTI
COMPETENCIES:/MASTERY:
Customer Focus, Action Oriented, Resilient
