Manager, Talent Management

**Closing Date: December 17, 2024**:
Teck is a leading Canadian resource company focused on responsibly providing the metals essential for global development and the energy transition while caring for the people, communities and land that we love.

Teck's two regional business units, North America and Latin America, oversee Teck's assets through all phases of safe, sustainable development, operation and closure. The business units are supported by enterprise-wide functions that set strategic direction, establish standards and provide governance, as well as supporting the business through shared services, centres of excellence and business partnering.

Reporting to the VP, HR & Talent, the Manager, Talent Management, is responsible for leading all aspects of the design, implementation, continuous improvement, and, when necessary, transformation of Teck’s strategic Talent practices programs in service of Teck’s strategic business objectives. Areas of responsibility include Strategic Workforce Planning, Succession Planning, Performance Management, Leadership and Employee Development, and Organizational Design. As a key member of the Talent Centre of Excellence (COE) this involves significant collaboration with HR Business Partners, HR COE’s, and business and operational leaders to strengthen the employee experience of our employees and leaders globally.

**Responsibilities**:

- Supervise the development and implementation of a new Strategic Workforce Planning process, including establishment of key definitions, processes, and KPI’s.
- Lead and advance a multi-year roadmap and delivery of Talent initiatives
- Lead the sustainment, evaluation, and continuous improvement Teck’s Performance Management programs to ensure Employees and supervisors are engaged in meaningful conversations about performance, development and career planning for both individual and business success
- Continue to advance Teck’s enterprise Succession Planning processes to ensure leaders are identifying, assessing, developing and mobilizing talent in order to achieve current and future business priorities.
- Develop and deliver training on Teck Talent programs and best practices to upskill the required capabilities of our HR Business Partners drive talent outcomes needed in the business
- Collaborate with the HR community to improve program integration of Talent Management across the organization.
- Drive our leadership development strategy, including ensuring we prioritize the right capabilities, competencies, and behaviours in our leaders, and have the right mechanisms to build those competencies
- Oversee employee development, including our business education program, development of non-technical competencies, and designing and managing learning pathways
- Oversee all aspects of learning and development including the company’s Learning Management System (LMS) to ensure we offer the proper mix of internal and external, as well as online and in-person learning programs
- Develop and maintain standards and governance for Organizational Design, applied and implemented by HR Business Partners
- Research Talent best practices and evaluate current internal practices and policies to recommend solutions with a data-led and analytical approach to achieve goals and objectives
- Define and develop Talent metrics to measure the effectiveness of initiatives and prepare reports on progress against goals
- Support business requests to build and maintain performance and development programs including leading consultation in the planning and requirements gathering/process mapping process.
- Lead, mentor, and coach an impactful team of Talent Management professionals

**Qualifications**:

- Bachelor’s degree or equivalent in Human Resources, Business, Psychology, or Organization Development
- Minimum of 10-15 years of progressive HR experience, with 7-10 years in Talent Management or Talent Development roles. Experience in a large international or mining organizations will be considered an asset
- Knowledge of best practices in Strategic Workforce Planning, Leadership Development, Succession Planning, Performance Management, and Organizational Design
- Strong strategic thinking and ability to turn strategy into executable action plans
- Detailed understanding of human resources development trends and practices and a good understanding of the mining industry’s technical and workforce characteristics.
- Strong planning, prioritizing and organizing skills.
- Able to identify, create and action multiple, individual, departmental and organizational improvements and projects while working in a collaborative and consultative approach with stakeholders.
- Strong interpersonal with ability to seamlessly engage with individuals at all levels.
- Strong communication (both written and verbal) and presentation skills; ability to present ideas in a succinct and business focused manner.
- Ability to use technology to analyze data and make recommendatio