Compensation: $150,000 – $165,000 Per Year
Full Benefits:Unspecified
Relocation Expenses:Yes
Interview Expenses:Yes

Job Description

The best-fit candidate for this role has a strong talent acquisition,
management and development background, excellent communication skills;
a desire and ability to drive positive change; demonstrated ability to interact
with credibility, confidence, and authority with all levels of leadership within
the organization. This position will also mentor training team staff to
encourage the ongoing development of team members.

ESSENTIAL DUTIES/RESPONSIBILITIES
DUTIES & RESPONSIBILITIES
Strategic:
 Develop and lead the organization’s talent management strategy,
aligning it with the company’s long-term business goals and objectives.
 Develop and implement strategies to drive a high-performance culture.
 Research organizational and team performance, identify areas of
opportunity, design solutions, lead implementation, and measure
outcomes.
 Utilize KPIs to continually set direction, evaluate progress, and improve
processes.
 Collaborate with HR Team, Division Heads, SBU Heads, and Executives
to understand talent needs and provide strategic guidance.
 Build strong partnerships with internal stakeholders to ensure
alignment with talent management strategies.
 Manage the talent management budget efficiently, optimizing
resources for maximum impact.
 Measure effectiveness of Talent Management strategies, while also
identifying and improving programs on a continuous basis.
 Establish tracking and measurement approach, and monitor progress
to report status to SBU leaders.
 When necessary, complete executive updates and program report outs
of performance health within designated SBU’s.
 Serves as a catalyst to fire up the leadership engine and commitment
during high velocity culture change, building leaders at every level
capable of sustaining our future.

Talent Acquisition:
 Collaborate with executive leadership to identify talent needs and
workforce planning.
 Manage and oversee all aspects of the hiring process from forecasting
and planning to sourcing, selection, candidate communications and
offer.

Talent Management:
 Plan, implement, and manage the performance management process,
including goal setting, feedback, calibration, and performance
evaluations.
 Implement succession planning strategies to identify and develop high-
potential employees for future leadership roles.
 Create and manage talent pipelines to ensure a robust leadership
bench for the next ten years.
 Utilize data and metrics to assess the effectiveness of talent
management initiatives.
 Monitor key talent metrics, such as employee retention, engagement,
and development progress.
 Develop and implement retention strategies to reduce turnover and
retain top talent.
 Identify and address factors that may contribute to employee attrition.

Talent Development:
 Executes all aspects of employee, leader and organizational learning
programs, including needs analysis, design, development, delivery,
and evaluation.
 Partners with HR and business leaders to administer career and talent
assessments to identify employee readiness, talent gaps and retention
risk.
 Work with managers to identify training needs and create learning
opportunities.
 Manage corporate university with a comprehensive focus, including
vision, communications, competency mapping, data analysis, and
business value creation.
 Design training and development plans that align with career
progression for each position type.
 Design leadership development programs to cultivate leadership skills
at all levels of the organization and align to succession gaps.

EDUCATION AND EXPERIENCE:
The ideal General Manager of Talent Managemet will have a Master’s degree
in HR, OD, Business or a related field with 10-15 years Learning &
Development experience.
The experience below is desired:
 Expertise in Talent acquisition and management processes.
 Experience in performance management cycles.
 Long term succession planning experience a must.
 Previous background working in a large cross matrixed organization.
 Demonstrated resiliency in a large company environment.
 Experience in scalable classroom led and eLearning solutions.
 Excellent knowledge of learning theories and instructional design
models.
 Experience independently managing and delivering multiple projects at
one time.
 Lesson and curriculum planning skills.
 Experience in project management.
 Ability to write effective copy, instructional text, audio scripts/video
scripts.
 Interpersonal communication and problem-solving experience.
 Psychometric and assessments certifications preferred.
 Gallop Strength-Finder, DiSC, PxT Select, 360 Profiler experience a
plus.
 DDI Certified Facilitator or other application credentials preferred.
 SHRM – SCP/CP a plus.

Industries
 Motor Vehicle Body and Trailer Manufacturing
 Motor Vehicle Body Manufacturing
 Motor Vehicle Brake System Manufacturing
 Motor Vehicle Electrical and Electronic Equipment Manufacturing
 Motor Vehicle Gasoline Engine and Engine Parts Manufacturing
 Motor Vehicle Metal Stamping
 Motor Vehicle Parts Manufacturing
 Motor Vehicle Seating and Interior Trim Manufacturing
 Motor Vehicle Steering and Suspension Components (except Spring) Manufacturing
 Motor Vehicle Transmission and Power Train Parts Manufacturing
 Other Motor Vehicle Parts Manufacturing