Manager, Talent Management Canada-Ontario-Toronto

Manager, Talent Management

The Manager of Talent Management (MTM) role is a highly specialized function involving the planning, creation and execution of the talent management infrastructure, framework, and strategies to support the organization.

Key Responsibilities:

• Provide Talent Management subject matter expertise within the Business Unit
• Support the implementation, knowledge transfer, and communication of corporate talent management programs and processes across the organization
• Share Business Unit needs with the Talent Management, Learning & Leadership development COE’s
• The MTM identifies opportunities to improve and align supporting systems as well as participates in the creation and implementation of an integrated approach to talent management.
• Management of the global talent management process, including: talent management outcomes and development plans.
• In conjunction with the Corporate Communications function, develop internal and external Employee Value Proposition branding strategies aimed at attracting the best talent to the organization
• Succession planning, analysis, reporting and development of related strategies.
• Participate in the implementation of leadership development strategies, including: management & executive training, frontline management training to support and compliment the global leadership model.
• Providing support to the execution of the Learning & Development strategy, processes and systems.
• Involvement in the design and execution of cultural improvement programs.
• Providing proficient consultation on all phases of talent management such as succession management, assessment, internal talent pipelines.
• Working with business leaders to assess development needs, performing gap analysis, designing and leading programs that build people management, leadership skills and capabilities.
• Providing counsel and leadership to business leaders to develop training programs that align with company’s strategy.
• Develop Business Unit solutions in alignment with corporate Talent Management principles
• Share Business Unit needs with the Talent Management & Learning COE
• Incorporate Business Unit design criteria into corporate Talent Management and Learning program design
• Provide proactive business-based feedback and recommendations to shape the design of Talent Management and Learning COE programs and processes.
• Provide communication and coaching to OD Business Partners on Talent Management solutions and developmental programs and processes.
• Evaluate effectiveness of Talent Management and Learning programs at the Business Unit Level
• Operate as a consultant/expert to the OD BP leaders in the area of Talent Management

General:

• Ability to work with cross-functional teams in a collaborative fashion.
• Strong communication and change management skills.
• Adept at managing and communicating with multiple stakeholder groups and projects in a seamless and collaborative fashion.

Personal Attributes:

• Emotional intelligence
• Sense of urgency
• Drive for results
• Situational awareness
• Executive level presence
• Comfort with ambiguity
• Excellent verbal and written communication skills
• Effective presentation and facilitation skills
• Strong leadership skills.
• Project management skills.
• Strong communication and change management skills
• Strong business acumen

Required Knowledge, Skills and Abilities:

• Bachelors Degree in Organizational Development, Human Resources or Business Administration, Industrial Relations or other related course of study.
• An MBA or MIR are considered to be strong assets.
• Approximately 7 or more years experience in HR, Learning & Development or Leadership Development in addition to 3 or more years experience in Talent Management.
• Significant experience in the development and implementation of organizational development, HR or training strategies.
• Five to ten years previous experience in a Talent Management role or Organization Effectiveness role; some experience in a Business Partner role
• Demonstrated experience in 3 or more of the following areas; employee development, leadership development, career modeling, competency development, performance management and talent review or succession planning
• Adept at managing and communicating with multiple stakeholder groups and projects in a collaborative fashion
• Consultative mindset with ability to enable the results of HR peers and business leaders is paramount
• Ability to influence and collaborate with all levels in the organization
• Ability to build and sustain partnerships with HR peers and the business.
• Problem solving and analytical skills