Program Manager, Talent Succession & Mobility

WM•Houston, TX

2d•Onsite

About The Position

The Program Manager, Succession Planning & Internal Mobility is responsible for the design, development, implementation, and maintenance of enterprise Succession Planning, Critical Roles Identification, and Internal Mobility. This role involves needs analysis, program/process design, evaluation, project management, and research on current trends and best practices related to driving enterprise adoption of succession planning best practices. You will collaborate with Human Resources Business Partners and business leaders to identify critical roles and ensure WM has a deep bench of ready-now and ready-soon leaders. You will partner with Talent Acquisition and Human Resources Business Partners to ensure effective and efficient movement of employees across the enterprise. You will use project management, strategic communication and relationship building skills to drive the creation and adoption of enterprise-wide succession planning and internal mobility solutions, by managing the planning, project operations, and stakeholder communications.

Requirements

Bachelor's Degree (accredited) in Human Resources, Business Administration or similar area of study, or in lieu of degree, High School Diploma or GED (accredited) and 2 years of relevant work experience
5 years in Talent Management, Learning or Organization Development and experiences with Talent Review, Succession Planning, Performance Management, Career Pathing, and Competencies
Experience project managing and supporting organization-wide talent management programs.

Nice To Haves

Experience using Oracle HCM
Previous experience working within an industrial industry with a heavy frontline population, and/or decentralized business environment
Knowledge of leading approaches in Talent Management
Data-driven and understands relevant metrics and how to evaluate talent management effectiveness
Ability to evaluate change management needs and create a change plan to support programs and initiatives
Familiar with human-centered design: desirability [what people need]; viability [what the business needs]; feasibility [the format needed to deliver]
Excellent influence, presentation, and communication skills

Responsibilities

Maintains and updates existing succession planning content and processes to support WM’s business and talent strategy through process design, resource/training development and design, and support for HR Business Partners and leaders.
Leverages a variety of communication vehicles to build manager and employee capability and understanding of succession planning and internal mobility practices.
Understands the impact and implications of talent strategies and programs across WM, collaborating cross-functionally and ensuring alignment and integration with other projects/programs.
Ensure close connectivity between talent management activities and employee/leadership development experiences
Consults with HR functional leaders and business leaders to develop short- and long-term talent management programs that support the achievement of organizational goals and strategy.
Proposes new concepts to support future talent management needs and manages the development of Succession Planning, Critical Role, and Internal Mobility programs including the creation of project plans, requirement gathering, scoping, needs analysis, action item allocations, maintaining calendar of events, resourcing, and setting program metrics.
Collaborates within the Talent Management team to improve talent management programs based on ongoing research in best practices, analysis or benchmark data, and assessment of organizational needs.
Partners with WM’s HR Technology team to maximize current technologies to support all Talent Management processes and initiatives.
Identifies and manages relationships with third-party vendors to support Talent management programs.
Engages with vendors to establish and implement talent management programs and initiatives; monitors and assesses effectiveness of vendor developed programs as needed.
Ensures programs adhere to budgetary limits.
Prepares reports on Succession Planning, Critical Roles, and Talent Mobility, measuring performance against goals and recommending improvements as needed.
Leverages talent data to provide insights and recommendations for senior leaders and assess the effectiveness of talent programs.
Researches new trends and approaches in talent management, and serves as a champion for talent management and performance across WM.