Organizational Effectiveness and Talent Management Leader

Profile

Organizational Effectiveness and Talent Management Leader
Reporting to the Chief People Officer, this individual will own the strategy and delivery of Mitratech’s talent management, learning initiatives and overall employee and leadership development experience. In partnership and collaboration with their team members and global HR partners, this role will develop and deliver programs related to strategic performance management, onboarding, organizational development, engagement, culture, and personal growth, in alignment to ongoing strategic imperatives.
Areas of responsibility:
Evaluate, develop, and implement talent management strategies and programs (i.e. core values and culture, performance management, talent reviews, succession planning, learning and development, employee engagement measurement and action, feedback, and calibration).
Develop strong working relationships and partnerships with internal departments and stakeholders in the delivery of functional boot camps and onboarding requirements.
Launch new programs and tools tailored to learning for specific audiences to build knowledge, skills, and capabilities as appropriate. Also, design and refresh programs in support of new hire or newly acquired employee onboarding experience.
Assist Chief People Officer and the DEI committee in the design and delivery of key DEI initiatives globally.
Build performance management and succession planning systems, processes, and tools to effectively support overall employee growth of great talent at Mitratech.
Bring a fresh outlook on how we engage and connect with our employees throughout the full employee lifecycle.
Serve as a trusted advisor and coach to company leaders on highly critical and often complex talent and people related issues.
Form effective partnerships with leaders to understand the business strategy and translate that strategy into strategic and operational Talent plans.
Guide leaders to identify functional competencies and performance dimensions for specific roles and teams.
Coach and build capability of managers to be effective people leaders.
Plan and implement change management plans to ensure adoption of new processes while maintain core company culture and values.
Be a catalyst for organizational change; assist with organizational design efforts as needed, including Mergers & Acquisitions.
Actively contribute to the global HR community to increase the capability and strategic value of the human resources function through high levels of performance and customer service. Share best practices and seek input on solutions to tough problems.
EXPERIENCE
At least 10 years of experience in a Global Human Resources role; progressive and varied experience across the employee lifecycle and demonstrated ability to think big and go deep
Demonstrated success in leading change, facilitation, conflict resolution, improving processes, and contributing to the development of effective teams.
Proven experience in Learning, Leadership Development, Talent Acquisition or Talent Management, preferably in software and technology
Ability to develop strong relationships and influence a wide range of stakeholders within the organization
A goal-oriented team player with a true drive to create a positive work environment
Proactive and able to multitask and prioritize independently
Flexible and able to cope well with a dynamic and growth environment
Strategic, analytical, organizational and communication skills with the ability to engage others effectively as necessary to quickly synthesize
Possesses the ability to proactively communicate & collaborate with different levels and functions in the organization as well the ability to communicate appropriate and useful information to team members and stakeholders.
EDUCATION:
Bachelors degree in Human Resources, Organizational Development, Psychology, Business Administration or related field is required.
KEY COMPETENCIES REQUIRED:
Business Acumen.
Understands the company's business goals and objectives, the business process, and impact of individual actions on business performance. Applies cost-effectiveness, competitiveness and profitability to business decisions and initiatives.
Drive for Results.
Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy.
Relating openly and comfortably with diverse groups of people.
Managerial Courage.
Does not hold back anything that needs to be said; provides current, direct, complete, and actionable positive and corrective feedback to others; addresses situations or issues quickly and directly; is not afraid to take unpopular action when necessary.
Motivating Others.
Creates a climate in which people want to do their best; can motivate many kinds of team members globally through direct and indirect actions; empowers others; invites input from each person and shares ownership and visibility; builds credibility and trust.
Problem Solving.
Uses rigorous logic and methods to solve difficult problems with effective solutions; considers broad possibilities for resolution; can see hidden problems; is excellent at honest analysis; looks beyond the obvious.
Strategic Agility.
Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive breakthrough strategies and plans.

Company info

Sign Up Now - HRCrossing.com