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Director, Talent Development- Digital, Online and Technology

Date: Aug 20, 2019

Location: LAKE FOREST, IL, US, 60045-5201 CHICAGO, IL, US, 60603-4013

Company: Grainger

In alignment with the function(s) they support, the Talent Partner works as a talent-focused liaison between the CoE, Grainger’s senior-level HR Business Partners and Business leaders.  This role drives and executes agreed upon enterprise-wide talent priorities and processes and creates appropriate and proactive solutions to achieve successful business outcomes through its people.

 

Additionally, this role:

  • Serves as the single point of contact and strategic interface into the CoE for aligned Senior HR Business Partner for all related support including:  strategy development, pipeline management, solution planning, service management, project and service delivery, risk management, and relationship management.
  • Drives standards of excellence in deliverables, interactions and business outcomes, while continually improving internal methodology, tools, documentation, and processes.
  • Builds trusted relationships, strong partnerships and communication with the HR Leadership Team and senior-level executives and key decision-makers while acting as a trusted advisor. 
  • Collaborates with subject matter experts across all HR CoEs and/or other business areas.
  • Diagnoses/Consults on talent strategies such as: performance management, succession planning, capability development, talent planning, leadership development, career development, learning and development, employee engagement, organizational design, culture and change management. 

 

As a member of the CoE leadership team, the Talent Partner:

  • Provides thought partnership and input to sub CoEs on policies, practices, programs and processes (i.e., solution design, development, and feedback)
  • Maintains alignment with other Talent Partners
  • Contributes to the development and execution of the overall department strategy
    Serves as a role model and supports the development of the HR function and its team members

 

Leadership

  • Role exists as the single point of contact, primary liaison, and strategic interface in to the CoE for aligned Senior HRGs and business partners.  Serves as an advisor, coach, implementor, and value-added resource to the Senior HRGs.  Drives creation of functional talent strategy and plans and works collaboratively to design solutions that achieve business and talent outcomes.
  • Drives standard of excellence in programs, deliverables, interactions and business outcomes, while continually improving internal methodology, tools, documentation, and processes. 
  • Operates to ensure talent processes integrate with one another to ensure a user-friendly, high quality experience for team members and leaders.
  • Works collaboratively with HR partners, business leaders and other stakeholders to improve organization effectiveness, talent assessment and development, leadership development, learning & development, consulting, offerings and processes.  Designs or provides input to solutions which achieve business/talent outcomes. 
  • Contributes to CoE management, operations, and LRF/budget
  • Stays current with marketplace trends and activities; completes benchmarking and identifies/deploys talent management solutions for the enterprise

 

Talent Planning

  • Diagnose and assess high-priority talent requirements and build tailored talent plans
  • Lead talent review dialogue with business leaders and HR to determine actions and recommendations
  • Overall assessment of talent and ownership of approach for major talent initiatives, actions, reviews
  • Use metrics or other data/tools to assess, determine root cause and to facilitate decision making about talent identification, selection, and placement
     

Talent Development

  • Accelerate differentiated development for systemic or programmatic talent issues
  • Support capability development aligned with what the function needs to execute its strategy
  • Use metrics or other data/tools to assess, determine root cause and to facilitate decision making about talent and capability development
  • Help drive alignment between CoE and business/function development (i.e., functional learning teams and programs)
     

Organization Effectiveness

  • Diagnose and assess function initiatives to drive organizational success, prioritized through strategic planning processes to achieve change goals and accelerate culture development
  • Influence, consult and deliver solutions in alignment with global standards of excellence. Sample initiatives may include strategy implementation, change management, large-scale organization design, engagement, and team effectiveness. 

 

Principal Duties & Responsibilities

 

General Skills:

  • Business & Technology Acumen – knowledge of the business, corporate/function specific strategy and ability to translate key business drivers to define and align human capital and leadership requirements 
  • Executive Management Practices – knowledge of how large organizations are led, operate and govern; can effectively work and interact with executive level leaders/teams
  • Executive Level Consulting Skills – experience in how to diagnose and scope complex work, identify an approach and solutions and deliver on project requirements; ability to facilitate executive teams/discussions to achieve business outcomes
  • Globally Savvy – ability to lead teams in the development and implementation of globally applicable solutions; culturally astute and inclusive in approach; seeks to understand nuances and partners well with diverse audiences
  • Judgment/Decision Making - exercises sound executive judgment and strong decision-making skills to drive the right impact; ability to diagnosis root cause and apply critical and systemic thinking to solve complex problems
  • Measurement & Continuous Improvement – experience in measurement processes/tools, talent analytics and statistics; based on analysis, ability to arrive at valid conclusions and to define/implement continuous improvement strategies

 

Leadership Skills: 

  • Strategic Thinking & Strategy Development - ability to envision future state, to set overall direction/strategy and related implementation plans to achieve desired goals and build capabilities; experience in implementing strategy and (re)aligning an organization to achieve that strategy
  • Thought Leadership – ability to analyze complex situations, create a sound point of view and conceptualize solutions; demonstrates intellectual curiosity, learning agility and a strong external orientation
  • Executive Presence & Interpersonal Skills – demonstrates executive presence & maturity, EQ and strong energy/drive and capacity to deliver results
  • Relationship Management & Communications – ability to collaborate and build trusting, credible relationships with executive level internal/external stakeholders; ability to communicate clearly and concisely, including being able to effectively present to larger audiences; effectively represents the Company and its brand on an external basis
  • Influence & Matrix Management Skills - ability to navigate and work within a complex matrixed environment, politically aware, agile and resourceful
  • Diversity & Inclusion – culturally astute and inclusive in approach, seeks to understand nuances, and partners well with globally diverse audiences; experience in integrating key diversity & inclusion concepts into key talent deliverables/processes; serves as a strong champion and advocate
  • Change Leadership – ability to initiate and lead through different types of change efforts to achieve agreed upon business case and talent goals, especially in complex and/or ambiguous situations; demonstrates courage and conviction to challenge status quo and business/HR leader thinking
  • Development/Coaching – ability to effectively develop/coach leaders, team members and HR partners to reach business and performance goals

 

Functional Skills:

  • HR/Talent Management Acumen – viewed as a trusted talent expert; experience in developing and managing key talent processes; strong understanding of major HR and talent processes and how they integrate to drive performance
  • People Strategy – ability to identify talent requirements from business strategy, anticipate needs and to develop effective human capital plans, including identification of talent metrics
  • Leadership Assessment/Development – experience in defining, developing and delivering effective leadership assessment and development solutions/processes to build robust leadership benches and aligning to people strategy and succession needs
  • Talent Management – experience in designing and implementing effective talent management frameworks and processes on a global scale such as performance management and succession; experienced in implementing measurement processes and talent analytics and driving continuous improvement
  • Organization & Team Effectiveness – experience in assessing organization and team level needs; expertise in identifying and implementing strategies related to team development, engagement and culture to achieve business strategy and/or to drive performance improvement
  • Learning & Development– understanding of instructional design, adult learning and the development of effective curricula for learning & development solutions; ability to use and leverage technology for maximum impact and in a cost-effective manner
  • Competency Development/Management – experience in developing and managing validated competencies; ability to integrate use of competencies into key talent and leadership processes/tools
  • Organizational Psychology/Human Behavior Principles – can apply organization and human behavior principles in processes, tools and interactions to facilitate change, mind shifts and performance 

 

Preferred Education & Experience

  • MBA or Masters in Organizational Development, Industrial/Organizational Psychology, Human Resources, Education, or related field.
  • Previous global consulting experience providing strategic recommendations to both corporate and field clients a plus; demonstrated track record of influencing and advising at all levels.
  • 10+ Years progressive leadership in human resource management or comparable area with a successful track record in core talent disciplines (e.g., leadership assessment & development, talent management, human capital planning, organization effectiveness, learning & development); experience as an HR Generalist a plus
  • Prior experience executing enterprise-wide talent strategies in a global, complex, matrixed organization; prior experience with talent management technology solutions preferred
  • Experience in measurement/analytics (data collection, analysis and interpretation) to support fact-based, predictive decision making.

 

Grainger is an Equal Opportunity Workplace and an Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.


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