Talent Management Director

Essential Functions Successful candidate will develop and lead a robust, integrated system of talent management processes that align with the Bank’s vision and organizational values, integrate with the Bank’s core business and HR processes, utilize appropriate metrics to ensure accountability and continuous improvement, and drive the execution of the Bank’s goals and objectives. Primary responsibilities include developing, aligning, executing, and measuring the Bank’s talent management programs (i.e., talent acquisition, performance management, career and leadership development, succession management, and total rewards). Responsibilities include analyzing and determining human capital needs organization-wide; formulating and developing plans, procedures, and programs to meet specific acquisition and development needs; and consulting with senior Bank management on management assessment and development, leadership/executive development, organizational design, and change management initiatives, and designing related tools. As a member of the HR leadership team, participates in decision-making related to the ongoing management and strategic direction of the Bank’s HR function. This newly established position is initially a technical expert and key individual contributor with possible opportunity to move into broader role with management responsibilities. Position reports to the HR officer and works closely with members of Bank senior leadership team.
REQUIREMENTS
Requires at least 10 years of Human Resources expertise with a successful track record of designing and implementing talent management systems on an organization-wide basis that align with and advance organizational goals. Proven experience designing competency models and developing and utilizing metrics to measure effectiveness. Experience working with learning management systems (LMS) highly desirable. Comprehensive understanding of theory and practices supporting human capital strategies that optimize business performance. Demonstrated ability to provide executive-level coaching on performance management, career development, leadership development, and succession planning issues. Ability to work collaboratively with others. Experience leading teams to accomplish desired outcomes required. Outstanding oral and written communication skills to articulate and build support for complex ideas and concepts. Strong relationship management and interpersonal skills to build rapport and trust with individuals throughout the organization. Ability to deal effectively with and lead others through the process of change. Strong planning, organizing, and process management skills to manage multiple priorities under tight deadlines and continually improve work processes. Demonstrated business analysis and planning, analytic thinking, and problem-solving skills. Bachelor’s degree in Human Resources, Behavioral Sciences, or related field. Masters degree in Business Administration or Human Resources preferred. Previous HR management experience desired. Position posted internally, externally and System-wide simultaneously. CANDIDATES ARE SUBJECT TO SPECIAL BACKGROUND INVESTIGATION PROCEDURES.

EOE