Talent Transformation

The ideal candidate will be a results-oriented individual with a strong background in project management and talent development, capable of implementing robust processes and driving organizational success.

Responsibilities:

1. 
L&D and OD Project Management Office (PMO) Leadership:

1. Establish and lead a high-performing PMO function, ensuring the successful planning, execution, and monitoring of key L&D and OD projects.

2. Develop and implement standardized project management methodologies, tools, and processes to enhance project efficiency and effectiveness.

3. Proactively track and report on project progress, identifying and mitigating potential risks and issues to ensure timely delivery.

4. Ensure all L&D and OD projects are aligned with overall business objectives and HR strategies.

2. 
High-Potential Talent Development & Management:

1. Continuously engage with top talents in the organization to gather feedback on their development progress, address concerns, and ensure program effectiveness.

2. Develop and implement a comprehensive talent development strategy focused on the early identification, management, development, and career deployment of high-potential employees.

3. Work with the business to identify top talent across the organization.

4. Facilitate regular talent review discussions with key leaders, ensuring compliance with talent identification and development processes.

5. Build and maintain a robust talent pipeline for critical roles, esp. client facing roles.

6. Oversee the creation and implementation of individualized development plans (IDPs) for high-potential employees, ensuring alignment with career aspirations.

7. Implement and manage a robust tracking system to measure the impact of high-potential development initiatives on performance and career progression, incl. analysis and reporting of regrettable attrition.

3. 
Talent Development Program Implementation:

1. Develop and implement career growth frameworks for key roles, outlining clear expectations and development paths.

2. Drive initiatives to increase internal mobility, fostering employee growth and organizational agility.

3. Collaborate with L&D and OD teams to design and deliver targeted development programs that meet the needs of high-potential employees.

4. 
Stakeholder Collaboration & Process Optimization:

1. Cultivate strong relationships with key stakeholders across the organization, including HR, OD, business leaders, and external vendors.

2. Serve as a key point of contact between L&D/OD and other departments, facilitating effective communication and collaboration.

3. Continuously evaluate and improve L&D and OD processes and systems to enhance efficiency and effectiveness.

4. Develop and implement governance frameworks for key L&D and OD programs, ensuring compliance with relevant policies and regulations.

5. 
Strategic Business Partnering & Talent Strategy Alignment:

1. Act as a strategic partner to business leaders, understanding their talent needs and aligning L&D and OD initiatives with overall business strategy.

2. Proactively engage with various business stakeholders to gather insights, build consensus, and drive talent strategy outcomes.

3. Report to senior stakeholders on how business objectives are being proactively translated into actionable talent development plans that support organizational growth and success.

Qualifications:

1. 10+ years of experience in L&D, OD, and/or Talent Management.

2. Extensive experience in project management and talent development, with a proven track record of success.

3. Strong understanding of talent management principles, competency frameworks, and succession planning.

4. Excellent project management skills, including experience with project management methodologies and tools.

5. Strong communication, presentation, and interpersonal skills.

6. Excellent analytical and problem-solving skills.

7. Ability to thrive in a fast-paced and dynamic environment.

8. Experience with HRIS and talent management systems.

Key Competencies:

1. Project Execution & Management

2. Key Talent Development: Strategy & Implementation

3. Succession Planning & Talent Pipeline Development

4. Stakeholder Relationship Management

5. Process Improvement & Optimization

6. Data-Driven Decision Making

7. Strategic Communication & Influence

Key Success Metrics:

1. 100% compliance with quarterly talent strategy governance discussions on key roles and positions.

2. 100% of high-potential employees have IDPs with quarterly reviews.

3. 80% of HiPo development activities aligned with individual career aspirations.

4. 15% year-over-year increase in internal mobility.