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Manager - Talent Management
Caterpillar Inc
posted 15hr ago
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Key skills for the job
Job Description
Career Area:
Human Resources Job Description:
Your Work Shapes the World at Caterpillar Inc.
Role Definition:
Implements site or regional talent management processes, programs and practices that aim to attract, measure, develop, manage and retain the organizations talent pool, leveraging enterprise standards and tailoring them to fit unique organizational needs Specifically, this role is the leader, coordinator and driver of the people development, leadership development and organizational development initiatives for the facility.
Responsibilities:
- Serving as a thought leader for talent management programs and technology for both production and office employees.
- Providing advice and support to business leaders, addressing talent management related questions and requests. Typical internal customers include leadership (including Managing director and Department heads) and various contacts in multiple geographic areas.
- Evaluating the effectiveness of the organizations talent practices and recommending improvement opportunities.
- Facilitating change management initiatives associated with talent management activities.
- Leading team of talent management professionals to collaborate effectively with the Division and Centers of Excellence and serve as thought partners to the business.
- Responsible for developing and implementing organizational effectiveness, engagement, leadership development and talent management strategies
- Responsible for all budgeting, financial matters and metrics related to Talent management programs within the facility.
The incumbent will develop plans that allow strategic, tactical, and practical integration in the areas of organizational effectiveness, change management, Values in Action, talent management, and learning & development.
Develop strategy and provide leadership in areas such as: Early talent recruitment and engagement - Internship programs, Leadership and Technical Development Program (LTDP) recruiting, ongoing coaching and placements, University partnerships, Succession planning and development plans, new hire /new leader orientations and onboarding activities, employee career development programs, learning and development and upskilling programs, Leadership development and coaching programs, apprentices recruitment, onboarding, skilling and retention, Employee experience surveys and action planning and other Organizational development interventions.
BACKGROUND/EXPERIENCE: The position requires knowledge of talent programs and processes. The position typically requires a university degree in Human resources and progressive Talent management experience in leadership positions of around 12-15 years in a global organization. A balance of strategic and tactical focus, stakeholder management, collaboration skills and emotional intelligence are required in order to deal with sensitive issues, develop others, or persuade others inside and outside the department to take specific actions.
Skill Descriptors
Knowledge of Organization: Knowledge of the organizations vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
Level Working Knowledge:
Applies organizations operating principles and practices within own business unit.
Supports the mission, vision, and objectives of own department or unit.
Assesses local and industry examples of acceptable and unacceptable business practices.
Obtains information regarding key players, key issues, and key strategies in own unit.
Specifies the roles and responsibilities of own business unit.
Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Level Extensive Experience:
Achieves influence and impact even when holding a position contrary to the majority.
Discards examples of persuasive arguments lacking substance or impact.
Leads and presents collaborative assessments that persuasively influence decision makers.
Advises on techniques to build rapport and commitment to common purpose.
Determines and leverages the decision-making style of the individual or group being influenced.
Delivers well-received presentations of cost, benefits, risks, and other considerations.
Managing Multiple Priorities: Knowledge of effective self-management practices; ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation.
Level Working Knowledge:
Recognizes changing demands and priorities; validates changes with management.
Obtains information about how current assignments contribute to organizational goals.
Completes current work according to assigned priorities.
Responds to day-to-day operational priorities while still making progress on project work.
Performs at least 2-3 concurrent activities without reducing productivity.
Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a comp
Level Working Knowledge:
Detects and summarizes patterns in data and findings by producing simple reports.
Assesses common problems and obstacles surrounding data-gathering.
Customizes data fields to meet clients needs.
Interprets and explains results of a data-gathering initiative.
Participates in projects to gather data for needs analysis.
Talent Transformation: Knowledge of the concept and strategies of talent transformation; ability to harness the potential and skills of employees to help them reach leadership positions while achieving the organizations strategic business objectives.
Level Working Knowledge:
Analyzes and anticipates critical workforce trends which help in shaping and executing business strategy.
Assists leadership in the delivery of talent transformation services to clients in line with the defined strategic objectives.
Participates in developing new methodologies that help identify hidden talent in the organization.
Provides support to management in the implementation of change and digital transformation initiatives.
Utilizes data collection and assessment tools for identifying future skills, capability gaps of the organizations workforce.
Succession Planning: Knowledge of policies, techniques, methods and processes of succession planning; ability to identify and develop internal employees for the future fulfillment of an organizations core positions.
Level Working Knowledge:
Scouts an organizations internal employees to find those who have succession potential.
Maintains relationships between Human Resources(HR) and other organizational business functions.
Assists in conducting activities in organizational employee development to reduce skill gaps among employees.
Records documents regarding the organizations succession planning project budgets.
Identifies and develops an organizations core roles (e.g. department manager) for succession.
Talent Management: Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
Level Extensive Experience:
Educates recruiters and HR staff on desirable qualities in prospective employees.
Designs individual development plans for specific high-potential employees.
Evaluates all talent initiatives and ensures smooth processes for talent management programs.
Develops profiles of internal and external candidates who have management or leadership potential.
Directs multiple talent management programs in diverse organizations.
Coaches others on how to find opportunities for job rotation to expose talented individuals to new experiences.
Training and Development: Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.
Level Extensive Experience:
Develops targeted programs for management and high potential employees.
Evaluates internal and external providers to identify the best supplements to the organizations already existing programs.
Monitors employee progress in specialized programs to ensure that all program goals are met.
Designs or selects programs that meet prioritized needs and allow for variety in learning styles.
Coaches others on the use of live instruction and technology-based approaches for diverse groups.
Consults on how and where to research training issues like tools, delivery methods, programs, etc.
Staffing and Recruiting: Knowledge of standards, processes, techniques, and methods used in staffing and recruiting; ability to identify, select, retain, and relocate qualified employees, both internally and externally, for a wide range of positions.
Level Working Knowledge:
- Prepares tools, record-keeping, and reports for applicant tracking.
- Researches common processes and techniques to source qualified candidates.
- Applies effective candidate selection techniques for a specific recruiting task.
- Provides staffing services for routine positions of major functions or departments in an organization.
- Assists in the implementation of current staffing goals, strategies and progress reports.
Posting Dates:
March 4, 2025 - March 13, 2025 Not ready to apply? Join our Talent Community .
Employment Type: Full Time, Permanent
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