Talent Manager

As a Talent Manager, you will work closely with the GBL and SBU Head(s) of Talent Management to contribute to the Talent strategy in line with Group and business priorities. Your responsibilities will include a range of talent activities; from help prepare and execute the VP promotion process, prepare group submissions; drive the local STR process working with local leadership to create the STR pack. As well as facilitate the design of talent programs, drive the promotion process for Grade C-E in your region, monitor their implementation and impact, and successfully engaging with Talent and L&D team members, internal stakeholders, and external vendors. If you have a passion for talent and learning, a desire to learn about the business, and a track record of influencing, leading change and establishing credibility with senior business leaders, we want to hear from you.

You will also align the talent strategy for the business in collaboration with the Country HR Directors. Acting as the talent SME, you will oversee the implementation of talent development and performance management initiatives. Your expertise in talent processes will be invaluable in providing specialist talent process services.

Required Skills:

Understands industry trends and the importance of Talent in the current landscape.

Passion to drive Talent interventions and desire to pro-actively contribute to workforce transformation.

Experience leading change and implementing new programs/initiatives.

Project and stakeholder management.

Can create impactful communications and successfully facilitate events.

An ability to analyze data and trends.

A desire to innovate and improve all we do.

Experience growing network and collaborating globally preferred.

Education or Certification:

Bachelor's degree required; advanced degree in HR or related field is preferred.

Leadership Development:

o Facilitate the Strategic Talent Review (STR) process alongside business and HR leaders and ensure follow-up and monitoring of actions and performance management outcomes.

o Collaborate with the Head(s) of Talent Management to drive and implement the promotion process C-E.

o Facilitate the annual performance process for VPs and EVPs in collaboration with the Head(s) of Talent Management.

o Facilitate the VP360 process.

o Oversee VP analytics, management, and dashboard systems.

o Champion and embed the leadership vision.

o Support the Head(s) of Talent Management in mobility initiatives across grades.

Performance Management:

o Foster the adoption of Performance Management standards and identify areas for improvement.

o Coordinate the Business Priority setting process aligned with the Group, including priority setting and key themes.

o Follow up on tracking and reporting on key Performance Management process like check-ins, feedback, and talent flags.

o Support the HRBPs in quarterly reviews with the business.

o Implement promotion guidelines and budget across different grades.

o Support HRBPs during the promotion process by providing analytics, insights, and sign-off.

Talent Development:

o Implement Group and Entity Talent Management Strategy, Talent Pool approach, and guidelines.

o Provide leadership development opportunities, including mentoring, internal/external coaching, VP series and analytics management.

o Deliver a framework for engaging and developing top talent (TT) employees, assessing. future potential, identifying high-potential individuals, and reviewing progress and impact.

o Collaborate with HRBPs to design and implement Career Mobility Initiatives.

o Deploy Coaching/Mentoring programs in close collaboration with Learning & HR Business partners.

o Support business in establishing professional communities in your respective regions.

Talent Programs:

o Aid the selection process for Top Talents participating in Premium Programs.

o Support the University team with candidate nominations for Premium Programs and contribute to Talent COC (Sponsor, Anchor, Mentor, etc.).

o Drive and increase participation for Group lead programs like Connected Managers.

o Work closely with the D&I lead to integrate Diversity & Inclusion Strategy within the entity.

o Support delivery of entity-specific Development Programs in partnership with L&D and HR Business partner teams