Director, Talent Management

3 weeks ago

Glen Allen, United States AMERICAN CANCER SOCIETY Full time

The people who work at the American Cancer Society focus their diverse talents on our lifesaving mission. It is a calling. And the people who answer it are fulfilled.

The Director, Talent Management builds and implements strategies to develop and retain exceptional talent at ACS through organization-wide talent programs. This leader leverages people data and analytics along with technology to inform leadership development and promote our people-first culture and mindset across ACS. This leader is responsible for leading the Talent Management team in designing and implementing the Talent Management strategy, approach, standards, and procedures for talent planning, performance management, succession planning, employee listening and engagement, assessments, leadership competencies, career path and job skills framework models. This leader will build a roadmap, so all of these programs are part of a wholistic talent management strategy and experience. These programs impact all leaders and team members at ACS and are critical to the success of the organization.

This role reports to the VP of Talent & Growth and will manage a team of Program Managers. The team collaborates closely with Learning & Development, Talent Attraction, Diversity Equity & Inclusion, People Operations, People Technology & Insights, and the People & Organizational Development team. This role requires strong communication, storytelling, influencing skills and the ability to effectively collaborate with internal business stakeholders, cross-functional teams and leadership.

This role can work remotely. Must be available to work Eastern Time business hours.

MAJOR RESPONSIBILITIES

**Team Leadership and Development**
- Responsible for recruiting, developing, and sustaining a diverse and high-performing team.
- Coach, guide, and mentor the team in building their capabilities.
- Responsible for creating a high performing, modern, Talent Management function.

**Organizational Skills, Competency Models, And Leadership Assessment Tools**
- Continue the evolution of competency program through governance, standards, contribution to strategies and implementation across the organization.
- Responsibilities include: Plan, define, and validate the philosophy and approach for various talent-related efforts in collaboration with People Team and business leaders throughout the ACS (i.e., skills framework, diversity and inclusion, rewards/recognition programs - performance management related programs).
- Influence and guide the competency, development plans - career path for top talent roles in partnership with People Strategy/OD team, and L&D.
- Identify/ validate core organizational and leadership competencies and build aligned development assessment approaches.
- Build best in class agile development planning processes that promote continuous dialogue and culture of feedback.

**Talent Planning - On-going Data -Design Talent Planning Processes **_tools that leverage key talent data standards, policies, and processes for the ACS to continue to look at organizational talent heath, including:_
- Design talent data standards, collection and reporting processes with People operations and CoEs (Talent Attraction, Talent Management, L&D).
- Analyze talent data to determine strategic talent and leader development needs, and build/support programs to address these needs.
- In partnership with the CPO and People Team Leadership team, analyze talent data and prepare talent and succession reports for the Board of Directors and Executive Team.
- Collaborate with People Strategy - OD Team, People Team Leadership, other CoEs (Talent Attraction, People Operations), to ensure the Talent Lifecycle processes are followed, and to equip them with the tools and processes to deliver programs and guidance to the business.

**Employee Listening**
- Design, develop and drive ACS Employee Listening strategy, in partnership with People Strategy - OD team.
- Guide administration for survey platforms (Glint) including configuration, security, end user training and support.
- Design and-deliver data-driven insights in partnership with the Director Technology - Reporting Insights using surveys and other data sources to better attract, engage and retain our employees.
- Manage standardized employee survey strategy across the employee survey lifecycle (e.g., onboarding, exit, engagement/pulse surveys) and ad-hoc employee surveys.
- Conduct external best practices and other research to enhance data storytelling Foster a culture of analytics self-service by building scalable analysis products through Glint for standardized surveys and enabling leaders through change management techniques to leverage tool (i.e., communications and training)
- Partner with legal teams to ensure appropriate access to and use of employee survey data in support of employee trust and conformance with confidentiality expectations.
- Additional Responsibilities Integrate diversity, equity, and inclusion best pract

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