Senior Manager, Talent Management

I. Job Summary The Sr. Manager, Talent Management will play a key role in the Talent Management Center of Expertise (COE). As a leader within the Talent Management function, the incumbent will be responsible for leading a team in designing and implementing key talent development processes, programs (Assessments, Coaching and Development, Executive Development Program, Leadership Effectiveness, and partnering with Learning to ensure alignment between Talent and Learning programs for career development and leadership development) and procedures across the enterprise, in alignment with WM's Core Leadership/Behavioral Competency Framework and supported by WM's Commitments & Values. Using modern and contemporary People philosophies within the ever-evolving talent landscape, the incumbent will be responsible for shaping WM's talent processes that ensure annual Talent Management initiatives produce improved outcomes through proper assessment and development to build the companies leadership capabilities at scale, and position WM as a differentiator in the employment market and a great place to grow and build a long-term career. Serves as leader of WM’s Talent Assessments (including 360s), Coaching, Development, Executive Development Program and Leader Effectiveness processes, ensuring all aspects of assessments, coaching, and development, drive improved outcomes across the enterprise. Helping drive the organizational direction of a performance-based talent culture across WM. Leads various strategic talent management efforts for talent development, identification, tracking, movement, development, including policies, programs, and guidelines. Defines key actions for talent pools such as high potentials and high performers development, assessment and coaching, and leadership effectiveness. Collaborates with Learning on future career development strategies and frameworks. Collaborates across Centers of Expertise (COE’s) such as Collaborates across Centers of Expertise (COE’s) such as Business Partners, HR Technology, Culture & Engagement/Social Impact, HR Data Analytics, Learning, Total Rewards and Business Leaders to ensure the WM stratgey is embedded across talent processes, and to ensure they drive accurate assessment and development across all levels of employees. Key liaison between Talent Management leaders and team members, HR Business Partners and business leaders on executing WM Talent Assessment & Development Processes within each Market Area, Corporate function, and across lines of business. Design and roll-out support tools for employees, business partners and managers that support talent processes and help facilitate growth conversations at all levels. Liaison with the HR Technology team on all Talent Development systems and act as a designated SME for all relevant system updates, changes, internal communications and trainings. Manages reports and supports reporting requests for managers and HR Business Partners assisting them in understand how to access and procure data in the Talent Management dashboard, along with owning data intended for various reporting dashboards in partnership with HR Data Analytics. Identify and select new vendor partners for assessment and coaching as needed. Making modifications to the menu of services offered based on those partnerships and agreements I. Job Summary The Sr. Manager, Talent Management will play a key role in the Talent Management Center of Expertise (COE). As a leader within the Talent Management function, the incumbent will be responsible for leading a team in designing and implementing key talent development processes, programs (Assessments, Coaching and Development, Executive Development Program, Leadership Effectiveness, and partnering with Learning to ensure alignment between Talent and Learning programs for career development and leadership development) and procedures across the enterprise, in alignment with WM's Core Leadership/Behavioral Competency Framework and supported by WM's Commitments & Values. Using modern and contemporary People philosophies within the ever-evolving talent landscape, the incumbent will be responsible for shaping WM's talent processes that ensure annual Talent Management initiatives produce improved outcomes through proper assessment and development to build the companies leadership capabilities at scale, and position WM as a differentiator in the employment market and a great place to grow and build a long-term career. II. Essential Duties And Responsibilities Serves as leader of WM’s Talent Assessments (including 360s), Coaching, Development, Executive Development Program and Leader Effectiveness processes, ensuring all aspects of assessments, coaching, and development, drive improved outcomes across the enterprise. Helping drive the organizational direction of a performance-based talent culture across WM. Leads various strategic talent management efforts for talent development, identification, tracking, movement, development, including policies, programs, and guidelines. Defines key actions for talent pools such as high potentials and high performers development, assessment and coaching, and leadership effectiveness. Collaborates with Learning on future career development strategies and frameworks. Collaborates across Centers of Expertise (COE’s) such as Collaborates across Centers of Expertise (COE’s) such as Business Partners, HR Technology, Culture & Engagement/Social Impact, HR Data Analytics, Learning, Total Rewards and Business Leaders to ensure the WM stratgey is embedded across talent processes, and to ensure they drive accurate assessment and development across all levels of employees. Key liaison between Talent Management leaders and team members, HR Business Partners and business leaders on executing WM Talent Assessment & Development Processes within each Market Area, Corporate function, and across lines of business. Design and roll‑out support tools for employees, business partners and managers that support talent processes and help facilitate growth conversations at all levels. Liaison with the HR Technology team on all Talent Development systems and act as a designated SME for all relevant system updates, changes, internal communications and trainings. Manages reports and supports reporting requests for managers and HR Business Partners assisting them in understand how to access and procure data in the Talent Management dashboard, along with owning data intended for various reporting dashboards in partnership with HR Data Analytics. Identify and select new vendor partners for assessment and coaching as needed. Making modifications to the menu of services offered based on those partnerships and agreements III. Qualifications Required Qualifications Bachelor's Degree (accredited) or in lieu of degree High School Diploma or GED (accredited) and 4 years of relevant experience 7 years in addition to education requirement Preferred Qualifications IV. Knowledge SKills And Abilities Execution – Tracks progress and ensures others have role clarity Planning and Organization – Ability to stay focused on key priorities Influence – Ability to create agreement by involving others Driving for Results – Takes actions to remove obstacles to achieve goals Coaching & Developing Others – Assists others to excel through coaching and feedback Facilitating Change – Involves others to positively implement change Building Customer Relationships – Follows through on customer commitment Physical Requirements Listed below are key points regarding physical demands, physical and occupational risks, and the work environment of the job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of the job. VI. Benefits Competitive total compensation package including Medical, Dental, Vision, Life Insurance and Short Term Disability Stock Purchase Plan, Company match on 401K and more! Paid Vacation, Holidays and Personal Days Please note that benefits may vary by site. #J-18808-Ljbffr WM