Director - Talent Management Programs

Profile

u003cpu003eThe Director of Talent Programs manages and implements programs based on data and insights that aim to grow and engage the firm’s talent pool.  u003c/pu003enu003cpu003eThis position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department and across the firm. You will thrive in this role if you can navigate ambiguity, build strong relationships, are an effective influencer, and can execute successfully with limited direction and resources. u003c/pu003enu003cpu003eu003cstrongu003eKEY ACCOUNTABILITIES:u003c/strongu003eu003c/pu003enu003culu003enu003cliu003eWork together with the CTO, Human Resources, and Attorney Recruiting and Development teams to support and execute Littler’s talent programs and workforce plans.u003c/liu003enu003cliu003eProvides professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench for key talent pools.u003c/liu003enu003cliu003eCollect, analyze and maintain data gathered to inform the building of targeted leadership development, promotion, and retention programs for key talent in the firm (i.e., talent reviews, succession planning, learning curriculum, career maps).u003c/liu003enu003cliu003eBenchmark, research and assist in the development of talent programs that focus on enabling the workforce to achieve improvements with priority organizational concerns.u003c/liu003enu003cliu003eEstablish ways to get a pulse from key talent pools and bring visibility to their sentiment and feedback in order to continuously improve Littler.u003c/liu003enu003cliu003eDevelop effective relationships within the department and firm to have influence and impact over the talent processes.u003c/liu003enu003cliu003eCreate and conduct presentations and training.u003c/liu003enu003cliu003eManage, monitor and maintain the overall talent lifecycle program, priorities, and timeline.u003c/liu003enu003cliu003eWork closely with data analytics to create, collect and coordinate aggregate data for the talent lifecycle and translate data into insights through data analysis that drives deliberate action plans.u003c/liu003enu003cliu003ePerforms other duties as required in support of people initiatives across Littler.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eTECHNICAL SKILLS AND COMPETENCIES REQUIRED:u003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated expertise and understanding of talent management functions and best practices, as well as applicable policies and federal, state, and local employment laws and regulations.u003c/liu003enu003cliu003eAbility to implement full cycle performance management programs.u003c/liu003enu003cliu003eStrong analytical and project management skills, proven ability to design clear processes, and very detail oriented yet flexible approach to problem solving.u003c/liu003enu003cliu003eEffective change management skills and experience. u003c/liu003enu003cliu003eSuperior verbal and written communication skills.u003c/liu003enu003cliu003eExcellent interpersonal, counseling and negotiation skills.u003c/liu003enu003cliu003eStrong presentation skills – both creating and delivering.u003c/liu003enu003cliu003eProficient with Microsoft Office Suite and related software.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eBEHAVIORAL COMPETENCIES REQUIRED: u003c/strongu003eu003c/pu003enu003cpu003eu003cstrongu003ePersonal Accountability for Resultsu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eAccountable at the highest levels for the overall performance, reputation and standards of the firm. Demonstrated ability to take responsibility and own the outcomes for decisions (especially controversial decisions), operations and outcomes with the greatest impact across the Firm. Demonstrated ability to create an environment that fosters others to seek clarification or guidance.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eAdaptabilityu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated ability to identify those practices and processes that add value to the Firm and those that do not. Demonstrated ability to adhere and enhance those that do and to effectively terminate, evolve or otherwise adapt those that do not. Demonstrated ability to change and grow managerial and operational capability in response to shifts in the marketplace and corresponding Firm strategy.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eCreativityu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated ability to identify material improvement opportunities for Littler, particularly in areas not conventionally or previously considered. Demonstrated ability to constructively challenge colleagues into new and creative thinking. Ability to understand when to challenge the status quo and determine when and where change is needed. demonstrated ability to foster a u0022fail quickly and cheaplyu0022 approach to trial and error. Demonstrated ability to empower others to innovate without repercussions of mistakes or failures within defined bounds.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eCollaborationu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated a ability to seek output to ensure key projects, initiatives and decisions are reflective of the full set of required expertise from around the firm. Demonstrated ability to create and foster an environment in which leadership actively seeks and is receptive to input from key sources of expertise around the firm. Demonstrated ability to create an environment of empowerment with respect to sharing insights.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eInclusionu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated ability to actively advance the Firmu0027s commitments and performance in seeking and supporting a qualified, diverse and varied workforce. Demonstrated ability to actively advance the interests of the Firm through inclusion, diversity and openness of expression, backgrounds and points of view.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eSolution Orientation and Problem Solvingu003c/strongu003eu003c/pu003enu003culu003enu003cliu003eDemonstrated ability to solve the most complex issues and problems facing the Firm. Demonstrated ability to foster an environment in which generating solutions is valued and encouraged.u003c/liu003enu003c/ulu003enu003cpu003eu003cstrongu003eEDUCATION AND CERTIFICATIONS: u003c/strongu003e u003c/pu003enu003cpu003eu003cstrongu003eRequired:u003c/strongu003e Bachelor’s degree in Human Resources or related field. u003c/pu003enu003cpu003eu003cstrongu003ePreferredu003c/strongu003e: Advanced degree and/or SHRM Certificationu003c/pu003enu003cpu003eu003cstrongu003eEXPERIENCE REQUIRED:u003c/strongu003eu003c/pu003enu003cpu003e10 years talent and/or human resources related experience.u003c/pu003enu003cpu003eExperience supporting firm wide talent management programs that cover talent acquisition, performance management, talent development, succession planning, data analytics and relationship managementu003c/pu003enu003cpu003eExperience identifying and defining metrics to produce analytical reports and dashboardsu003c/pu003enu003cpu003ePrior experience supporting large scale, complex change and transformationu003c/pu003enu003cpu003eu003cstrongu003eWORKING CONDITIONS (Environment within which the work is performed)u003c/strongu003e:u003c/pu003enu003cpu003eOffice environment with little exposure to excessive noise, dust, temperature, and the like.u003c/pu003enu003cpu003eu003cstrongu003eEMPLOYMENT WITH LITTLER MENDELSON:  u003c/strongu003eu003c/pu003enu003cpu003eAll employees are expected to adhere to the Firmu0027s personnel policies and procedures, according to the Professional Staff Employee Handbook.u003c/pu003enu003cpu003eThe above statements are intended to describe the general nature of the job and do not represent that all such duties will be performed by all individuals who hold the job. The list of accountabilities and their related duties is not exhaustive in that incumbents may be assigned other duties in addition to those shown. u003c/pu003enu003cpu003eu003cstrongu003eSCOPE OF JOB DESCRIPTION AND MODIFICATIONS:u003c/strongu003eu003c/pu003enu003cpu003eThis job description does not limit the tasks that an employee may reasonably be requested to perform. Substantive changes to this job description may be necessary to meet the changing business needs of the firm.  Notwithstanding this Position Description, all Littler Mendelson employees are at-will employees – each may resign at any time and for any reason, and the firm is free to terminate the employee at any time, with or without cause and with or without notice.u003c/pu003enu003cpu003e u003c/pu003e,EqualOpportunityEmployerDescription:null,PayTransparencyPolicyStatement:null,MatchScore:1.0,HasApplied:false,ApplicationJobBoardName:null,ApplicationJobBoardId:null,DateApplied:null,Salaried:true,CompensationAmount:null,PublishingStatus:1,Links:[],BehaviorCriteria:[],MotivationCriteria:[],EducationCriteria:[],LicenseAndCertificationCriteria:[],SkillCriteria:[],WorkExperienceCriteria:[],JobBoardMemberships:[{JobBoardId:2e3d7edd-7174-48cf-a542-539119bbcf9f,PublishedInternal:true,PublishedExternal:false,ExternalPostedDate:null,InternalPostedDate:2021-09-16T21:07:53.1Z},{JobBoardId:631c7b72-f9c7-4adf-9109-9967ce8334e4,PublishedInternal:true,PublishedExternal:true,ExternalPostedDate:2021-09-16T21:07:53.1Z,InternalPostedDate:2021-09-16T21:07:53.1Z}],AssessmentUri:null,AssessmentStatus:null,OpportunityIsClosed:false,TravelRequired:null,TravelDescription:null,SupervisorName:null,Assessments:[],ApplicationId:null,CompensationAnnualMinimum:null,CompensationAnnualMaximum:null,CompensationHourlyMinimum:null,CompensationHourlyMaximum:null,CompensationCurrency:null});

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