![Meridian Credit Union](https://media.trabajo.org/img/noimg.jpg)
Director/ Talent Management
4 weeks ago
- Lead the execution of a comprehensive talent management strategy that aligns with the organization's strategic direction and culture, and supports the attraction, development, engagement, and retention of high-performing and diverse talent.
- Own the execution of the annual talent review and succession planning process including participating in writing executive and Board level reports, ensuring a data driven, future focused lens and approach.
- Analyze talent needs and gaps and develop and implement action plans to address them in partnership with TA, L&D, HRBPs. Use data to drive decisions, and design programs and processes to address needs effectively and efficiently.
- Monitor and evaluate the effectiveness and impact of talent management programs and initiatives and drive continuous improvements and enhancements in line with best practices.
- Be the thought leader and expert on talent management practices including identifying talent, building talent pipelines, and strategic talent deployment.
- Stay abreast of talent management trends and best practices and leverage external benchmarks and insights to inform talent management decisions and actions.
- Evolves the talent management partnership model, providing timely, relevant, thought-provoking insights to key stakeholders.
- Design the performance management process, ensuring the delivery of effective and consistent performance appraisal and feedback processes, and the implementation of performance improvement programs that drive performance excellence and accountability.
- Facilitate the setting and alignment of performance goals and expectations across the organization and ensure regular and timely performance reviews and feedback.
- Design and implement performance improvement programs that address performance issues in partnership with HRBPs and Total Rewards.
- Monitor and continually improve the effectiveness of performance feedback mechanisms such as 360 tools, preparing leaders and employees to give/receive feedback and making the process intuitive and integrated.
- Manage the succession planning and talent development process, ensuring the delivery of robust and transparent talent review and succession planning processes, overseeing and driving accelerated HIPO talent development with a future oriented focus to building succession capability and ensuring emerging leaders are skilled and ready to take on different/more senior roles as needed.
- Act as an internal talent broker of high potential talent within the organization understanding their strengths, development needs and career aspirations.
- Design and implement career development and mobility programs that enable employees to explore and pursue career opportunities within the organization.
- Draw insights from Meridian’s internal talent marketplace to proactively plan leadership development activities.
- Brings best practice research and options forward for consideration (i.e., future of working trends, how to ‘reimagine talent management, succession planning, performance management and goal setting’) to create a high performing workforce.
- Stays on top of industry trends and developments and uses new and innovative approaches to take talent practices and our employee experience to the next level.
- Consults with business leaders and facilitates customized solutions to support strategy execution, achieve transformational business results, contribute to a high performance culture and build leader capability.
- Conducts long-term (12+ months) internal and external analysis to identify barriers to and opportunities for strengthening talent and succession bench strength within the organization.
- Prioritizes and recommends new talent initiatives or processes to support the continuous evolution of a high performance culture, development of the organization and to support stakeholder needs.
- Identifies the gaps between current talent capabilities and the needs of the business in the short and long term (12+ months).
- Helps to drive a talent management mindset within Meridian to increase connection between strategic business goals, capabilities needed to drive the business forward, to and building leadership capability with a sense of urgency.
- Provides thought leadership and expertise on key talent management and succession practices.
- Designs and delivers solutions that enable leader & employee high performance to ensure successful business transformation.
- Ensures OE programs and initiatives are effectively executed and delivered across the organization and aligned to tangible business metrics to gauge talent practice success.
- Demonstrated expertise in talent and succession management and workforce planning.
- Ability to lead complex projects and influence leaders and partners.
- Demonstrated ability to use data analysis to inform talent management solutions and priorities.
- Excellent business and commercial acumen
- Project management, change management, and critical thinking skills.
- Strong verbal, written communication and interpersonal skills; making the complex seem simple. Demonstrated experience incorporating talent analytics and insights into executive and Board level reports.
- Strong consulting skills with a partner-focused mind-set; collaborating and building relationships with proven success in building stakeholder alignment and engagement.
- Strong technology skills and experience using and implementing talent management systems modules (e.g. UKG)
- Ability to successfully lead others and shift gears smoothly to meet client and/or process needs.
- Coaching certification an asset
- Strong expertise in Organizational Effectiveness, Talent Management, Performance Management and Succession & Career Planning
- Systemic thinker; able to balance strategic thought leadership and hands-on execution.
- Resourceful, agile, and creative with strong problem solving, influencing and negotiation skills.
- Proven analytical skills and data driven decision making.
- Related post-secondary education in Business, Human Resources, Organizational Effectiveness combined with relevant work experience gained in fast paced, high performing organizations.
- CHRP designation is an asset.
- Demonstrated work experience as a talent management and succession planning expert and thought leader.
- Experience using talent metrics and analytics to measure impact of talent management strategies and tactics.
- Experience in Talent and Succession Management, Organizational Effectiveness, Performance Management and Executive Coaching gained through COE and HR Business Partner roles.
- Business acumen gained through relevant experience in high performing organizations combining expert knowledge of Talent practices with business insight to serve as an expert on talent planning and development in the organization.
- We have an inclusive and collaborative working environment that encourages creativity, curiosity, and celebrates success
- We provide you with the tools and technology needed to delight your candidates and clients
- You'll get to work with and learn from diverse industry leaders, who have hailed from top organizations around the world
- Hybrid work arrangements with in-person office time to collaborate, innovate and build relationships with your colleagues
- This isn't your typical "corporate" job. We work hard and we have fun
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