Sr Manager, Talent Management, Training and OD

In conjunction with HR team and senior management, sets direction for talent management programs that are consistent with the business goals. Manages the companys performance management process, leadership development programs, career development, succession planning, organization design and effectiveness, and mentoring programs. Partners closely with business and HR leaders to implement effective and sustainable talent management processes. Expected to manage effectively within a complex environment where dealing with some level of ambiguity is required. Regularly interacts with all levels of management. Requires the ability to change the thinking of or gain acceptance of others in sensitive situations.


ESSENTIAL FUNCTIONS:
% OF TIME ESSENTIAL FUNCTIONS:

15 % - With business leaders and HR team, designs and manages the organization review process which includes detailed succession planning, organization design, development planning and workforce planning.
15% - Implements leadership and other development programs, performs regular assessment of skill sets and gap analysis to determine and deliver training programs.
15% - Manages Leadership Development Program design and participant placement. Partners with Recruiting to select candidates for the program. Identifies need for additional or expanded program(s).
15% - Effectively partners and provides tools to support organizational initiatives such as organization design, large scale change, team effectiveness and individual coaching atindividual, team and organization levels.
10 % - Manages and refines performance management to facilitate annual process, including written reviews and ratings, clearly linking pay to performance, and defining potential and leadership.
10 % - Responsible for employee surveys, including annual attitude survey and 360 leadership feedback.
10 % - Provides Managers and HR team with tools, techniques, and processes to help identify and develop high-potential and other employees.
10% - Develops and implements employee communication plans for all levels of the organization.

Monitors work to ensure quality, and continuously promote Quality First Time.
May perform other duties as required or assigned.


MINIMUM QUALIFICATIONS:

Formal Training/Education: Must have a Bachelor’s degree in human resources, business administration or related field. Master's degree, PHR/SPHR preferred.

Experience: Minimum of 5 years of talent management, organization effectiveness or management development experience within a fast growth, high-tech business environment. Demonstrated track record of success in implementing successful and creative talent and performance management programs. Total experience must include a minimum of 3 years in managing a company wide succession planning process, designing career development programs and managing the performance management process. Requires a minimum of 3 years experience in a leadership capacity.


Knowledge, Skills and Abilities:

Must have demonstrated initiative in past performance and be capable of functioning in a fast-paced, change-oriented environment.
Must possess strong interpersonal, communication and listening skills.
Demonstrated experience as a progressive, creative change agent with excellent problem solving and analytical skills.
Through prior experience, must have demonstrated high level of skill in dealing with ambiguous and often complex work situations.
Computer literacy (MSWord, Excel and PowerPoint) required, and Access a plus.


Ventana is an equal opportunity employer. M/F/D/V