Senior Manager, Talent Management and Organizational Development

3 weeks ago

Silver Spring, Maryland, United States Global Communities Full time
Job Description

Global Communities is seeking a highly skilled Senior Manager, Talent Management and Organizational Development to join our team. As a key member of our organization, you will be responsible for leading essential processes including performance management, talent calibration, career pathing, and succession planning.

Responsibility Areas:

Performance Management

As a subject matter expert, you will drive the annual performance review process aligned to organizational goals and consistent application across teams. You will also manage the bi-annual promotion cycles in coordination with Executive Team (ET) leads to review employee eligibility, performance, and potential.

Educate leaders on talent calibration sessions with senior leaders to catalyze employee performance and drive the identification of high-performing staff. Develop and refine performance management tools, templates, systems, and processes to facilitate continuous feedback, coaching, and employee development.

Analyze performance data to identify trends, areas for improvement, and provide recommendations to enhance overall talent effectiveness.

Succession Planning

Develop the Succession Planning strategy and organizational approach with an emphasis on executive and business-critical roles. Collaborate with business leaders to identify mission-critical roles, assess current talent pipelines, develop future talent needs, and design strategies for succession planning.

Evaluate internal candidates' readiness for mission-critical roles, focusing on leadership potential, critical competencies, and development needs. Develop and maintain succession planning frameworks and tools to assess and track leadership development progress.

Partner with the Executive Team on succession strategies for critical roles, ensuring alignment with organizational strategy and long-term goals. Create individualized development plans for high-potential employees to prepare them for future leadership roles.

Career Pathing and Competencies

Develop the career pathing and competency work for the organization, identifying strategies to inspire and retain talent, while creating the best employee experience. Design and implement comprehensive career path frameworks for employees across different functions and job levels, aligning career growth opportunities with organizational needs.

Develop and maintain competency frameworks that define the skills, behaviors, and knowledge required for success in each job level, and work with department leads to implement. Monitor the effectiveness of career path programs, collecting employee feedback and making continuous improvements to better meet their needs.

Facilitate workshops and training sessions that help employees understand career progression opportunities and build skills for further capacity.

People Management

Manage and mentor the TMOD Specialist as well as mentorship to other junior-level staff as appropriate and relevant. Establish performance expectations and review progress against business goals, coaching team members as necessary to achieve outcomes.

Identify opportunities to improve team collaboration and communication within the P&C department and throughout the organization. Prioritize workstreams to meet talent management goals while balancing day-to-day operations.

Work with the P&C team on projects related to employee engagement and collaborate with key stakeholders to ensure HR offerings are relevant, drive key business outcomes, align with strategic business goals, and reinforce the culture across the company.

This position may require travel up to 20 percent. Travel to potentially difficult areas. Supervises the TMOD Specialist. Promote a culture of excellence, inclusion, learning, support, diversity, and innovation. Additional responsibilities may be assigned by the TMOD Director based on business needs.

Qualifications

Undergraduate degree in a related discipline and a minimum of six years of related work experience or a minimum of ten years of related work experience. Five to six years of HR experience preferred with an emphasis on Talent Development. HR certifications. Experience designing and leading the delivery of Performance Management, Succession Planning, Talent Calibration, Employee Engagement Surveys, and Career Pathing and Competencies is preferred. A passion for the mission and values of Global Communities.

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