Vice President, Strategic Talent Management

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Vice President, Strategic Talent Management

VP position pending committee approval

Summary of Position Responsibilities:
This position is responsible for all aspects of Talent Management including the implementation of key processes related to talent review, succession planning, and individualized and organizational development strategies  across the global enterprise. The Vice President of Talent Management is responsible for fostering an enterprise talent mindset by developing deep relationships with both the business and the HR organization.  This involves thoroughly understanding business needs and priorities and translating these into an executable talent management strategy at both the enterprise as well as the LOB levels.  It also involves managing and supporting a series of enterprise-wide initiatives, thus creating a boundary-less organization by championing talent movement/rotations across business units and creating a “corporate-portfolio of talent” mindset. Clients are all officers in all the lines of business, the executive leadership team, and the Human Resources Business Partners.


Functional Responsibilities:
1. Client (HRBP and Business) satisfaction with talent services and deployment
2. Level of collaboration with partners
3. Successful execution of initiatives within deadlines
4. Excellent partnership with business ensuring further inflow of strategic projects
5. Recognition internally and externally for progress against targets (metrics to be defined)
6. Financial management of Talent Management Budget.

Principal Accountabilities of Position:
• Strategic Talent Agenda:  The VP of Talent Management will shape and implement the talent agenda and develop intimate knowledge of MetLife’s brightest talent at the SVP and above levels
• Design and implement integrated talent management solutions such as selection, onboarding, assimilation, executive assessment, coaching, individual development planning, talent review, succession planning and executive development programs for the executive population (top 400 leaders).
• Lead the Talent Initiative: Implement and support a series of enterprise talent initiatives, ensure they are strategically aligned and drive achievement of enterprise and business priorities.  Facilitate executive talent planning and focus on designing programs to develop a flow of talent that integrates succession planning for the enterprise.
• Assess enterprise and organization needs from a talent management perspective.
• Employ organization assessment techniques to examine employee perspectives; identify people issues of strategic importance and linkages to key business outcomes; utilize sound survey practices for collecting and analyzing data; facilitate management response to improve company performance; partner with HR Business Leaders to effectively utilize organization assessment results.
• Ensure ready, available and able talent to deploy against MetLife’s business goals that best enhance and sustain leadership position for the long term while meeting emergent and immediate business needs.  Guide and monitor the progress of high potential executives and identify positions that provide quality developmental opportunities.  
• Provide consulting expertise to Enterprise and Line of Business senior leaders on talent management and development strategies.
• Lead and drive enterprise-wide change initiatives such as Executive Assessments for Succession, Talent Management & Engagement Focus Group Sessions, etc.
• Lead executive leadership development programs by:
• Building executive leadership capability through design and strategy of global executive leadership training programs, workshops and related tools.
• Managing Executive Coaching program at enterprise through assessment, evaluation and recommendation.
• Functional consultant to the HR Business Partner organization; design and implement talent management solutions specific to a particular line of business.  Form collaborative relationships with the HR executives as a means for driving leadership initiatives that are responsive, proactive and value-add to the goals of the firm.  
• Manage Talent Management  annual operating budget; effectively allocating internal and external resources. Identify and determine appropriate use of external vendors.
• Establish and manages all reporting and metrics of talent management programs and initiatives.

Job Requirements

Key Experience/Competencies:
• 15+ years as an experienced talent management practitioner with strong technical ability.  Significant time in a human resources leadership position is preferred.
• Advanced degree – MBA or Masters/PhD in Industrial & Organizational Psychology or related discipline a plus.
• Advanced consulting skills, with superior ability to influence senior stakeholders
• Ability to influence
• Builds strong relationships
• Leads change
• Drives innovation
• Strong business acumen
• Drives results; Execution oriented
• Builds systematic, sustainable, repeatable talent solutions
• Understanding of best practices but applies to specific MetLife situation and needs
• Strong track record of delivery of complex multi-discipline change programs, including culture change and team effectiveness
• Highly collaborative, with ability to work in partnership with the entire HR community
• Superior manager and communicator
• Ability to get things done within a highly matrix organization
• Must roll-up sleeves and design, develop and implement talent process

Please apply online via the MetLife Career Site:

https://erecruit.hrms.metlife.com/psp/EREC/ERECRUIT/ERECRUIT/s/WEBLIB_ERECRUIT.EXTERNAL_GATEWAY.FieldFormula.IScript_ApplyForJob?&JobOpeningId=50029&SiteId=110