As the Senior Manager, you will be responsible for leading and developing a holistic talent management and development approach. You will also design and develop programs, tools, processes and practices that enable the foundation to attract, motivate, and develop the talent required to achieve its strategic initiatives.
Specific areas of responsibility include:
- Performance Partnership: This individual will be responsible for the foundation’s approach to performance management at all levels of the organization across our global footprint. This work is delivered in close partnership with People and Place Business Partners and all of the organization’s people managers.
- Talent Reviews: This individual will be responsible for supporting and evolving the foundation’s talent review approach and strategies. He/she will partner closely with the Sr. Managers for Talent Development (responsible for individual and team development) to ensure alignment between talent review outcomes and action on development plans.
- Succession Planning: The foundation is taking a more deliberate approach to succession planning at the President, Director and ultimately lower levels within the organization. This individual will be responsible for partnering with People and Place Business Partners, People and Place Managers, and the Sr. Manager for Talent Strategy (workforce planning, rotation programs) to define and improve how we think about developing future leaders for the foundation and our partners at multiple levels in our organization.
This role operates as an individual contributor and needs to be comfortable with and enjoy the challenges of working at multiple altitudes across the organization, as well as working collaboratively with colleagues within People & Place. This includes designing and improving program strategies at the 30K foot level as well as rolling up his/her sleeves to implement these programs in partnership with the business at ground level.
Areas of Responsibility:
We believe that energized people, working well together, fueled by great leadership in an inclusive environment in which they thrive, will do phenomenal things.
Key Deliverables & Accountabilities:
- Oversees performance management (performance partnership) and its integration with other talent processes especially talent reviews and success planning.
- Drives execution of talent reviews and succession planning at foundation including the Executive Leadership Team and division-leadership levels. In 2019/2020, a key deliverable will be to deepen the partnership with the Director of Diversity, Equity and Inclusion (DEI) and to ensure that our evolving DEI strategies are well reflected in talent reviews, succession planning and talent acquisition (see next bullet).
- Collaborates with Talent Acquisition to ensure outcomes of succession plans are integrated into future talent planning requirements. Partners with People and Place Business Partners to ensure outcomes of performance management, talent reviews and succession plans are translated into follow-up actions.
- Measures and assesses talent practices and processes. Evaluate solutions for quality, impact, scalability and sustainability. Continually seeks improvement opportunities and establish methods for sustained adoption. In 2019/2020, a critical deliverable includes aligning the current Performance Partnership framework and approach with our newly developed.
- Serves as member of the People and Place Development leadership team.
Educational Background:
Bachelor’s degree in Business, Human Resources or Organizational Psychology; or, Master’s degree or PhD in Business, Human Resources, or Organizational Psychology preferred
Advanced degree with 8+ years of experience, or equivalent experience.
Skills/Experience:
- Worked with Senior Leadership on people strategies.
- Designed and implemented talent strategies at an Enterprise Level.
- Implemented complex change management
Capabilities:
- Collaboration - Works with others openly and transparently to create an environment where diverse view-points are valued, and information is shared with others for the purposes of achieving a shared client experience goal
- Implementation Excellence - Excel at delivering and continuously improving our global solutions in a seamless, consistent way that results in clients understanding changes and more effectively driving foundation impact
- Outcome Driven - Using data to drive decision making, determine the work to be done, assess changes, adapt plans, measure progress, and follow-through on getting the work done in service of the desired client experience outcome(s)
- Functional Expertise - Use functional skills and knowledge to provide solutions to our clients in a consultative manner
- Learning Agility - Ability, curiosity, and willingness to learn from experiences and failures to adapt and adopt new ways of being and thinking to further the impact of the foundation (e.g., take risks, challenge status quo, be open)
- Critical Thinking - The process of actively and skillfully conceptualizing, applying, analyzing, synthesizing, and evaluating information from multiple sources and perspectives to reach an answer or conclusion
- Systems Thinking - Understands the formal and informal intersections and interdependencies to be able to frame the problem, evaluate issues, see downstream affects, and identify future implications across the end-to-end system to help prioritize solutions
Additional key capabilities include:
- Deep functional expertise in Talent Management
- Change management leadership
- Program management: design for employee experience, outcomes and value delivered expertise
- Works well in matrixed environment
Organization Info
Listing Stats
Post Date:
Apr 11 2019
Active Until:
May 11 2019
Hiring Organization:
Bill and Melinda Gates Foundation
industry:
Nonprofit