Senior Manager-Talent Development

SC Electric Company•Chicago, IL

53d•$151,140 - $200,319•Hybrid

About The Position

As an S&C Electric team member, you'll work on projects that have real-world impact. You'll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We're big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively. Join S&C to make an impact on tomorrow's energy challenges and become an employee-owner! Join Our Team as a Senior Manager-Talent Development! Are you passionate about talent development? S&C Electric Company is seeking a dynamic individual to lead our Talent Development function. The Talent Enablement department is responsible for developing, implementing, and sustaining S&C's global talent management ecosystem designed to facilitate organizational, professional, and career development in support of S&C's strategic objectives and competitive advantage in the market. The Senior Manager -Talent Development is a leadership role tasked with driving forward-thinking talent management initiatives including talent identification, organizational effectiveness, performance management, succession planning and talent programs.

Requirements

Bachelor's degree in human resources management or equivalent experience
Society for Human Resources Management (SHRM), Certified Professional (SHRM-CP)
Demonstrated experience in the design, implementation, and operationalization of talent programs and initiatives across an international and multi-site organization.
Expertise in managing organization-wide talent programs ranging across the team member lifecycle including competency frameworks, career development, performance evaluation, performance management, internal mobility, succession planning, and organizational development.
Strong leadership experience with an ability to guide, motivate, and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, embrace culture and inclusion, and exhibit integrity for teams of both professionals and leaders.
Solid critical thinking, organizational, planning and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse operational/tactical projects.
Strong interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors and foster collaborative working relationships amongst a diverse audience.
Excellent communication skills, (written, verbal, listening and presentation) able to liaise with internal and external stakeholders at all levels from leadership to support staff, and present influentially to achieve buy-in from executives, managers, and team members across the organization.
Sound business acumen and analytical skills with the ability to use and analyze data to design Key Performance Indicators (KPIs), problem-solve highly complex problems, and leverage data and learnings to drive continuous improvement.
Financial acumen and numerical ability to manage budgetary resources to maximum effectiveness.
Skilled at navigating through ambiguity and leading teams and organizations through change.
Proven success partnering across HR teams, creating effective partnerships at all levels, and collaborating at an operational level.
Talent perspective rooted in diversity, equity, and inclusion and prioritizes the employee experience.

Nice To Haves

Master's degree in human resources management
SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or equivalent
Experience leading a Learning, Training, Talent Enablement, or similar function in a manufacturing setting.

Responsibilities

Strategy Deployment: Collaborate closely with the Sr Director of Global Talent Enablement to craft and refine global leadership and talent program strategies that resonate with S&C's overarching business objectives. Serve as a key influencer in aligning talent initiatives with organizational goals, ensuring agility and responsiveness to evolving market dynamics. Lead the design and integration of global talent management programs; such as talent identification, succession management and talent development programs. Promote and increase the visibility of talent programs through organization-wise communication plans, leveraging S&C's intranet and other innovative strategies with the goal to continually increase uptake and utilization of talent programs and tools.
Leadership Program Oversight: Direct the S&C Leadership Experience Program, ensuring its activities substantially support the specific skill and competency requirements of S&C's leadership team. Collaborate and lead the Leadership Program Manager and other team members to consistently enhance program activities and overall structure, incorporating feedback from participants and their leaders. Foster relationships with vendors and third-party partners to drive continuous evolution and improvement of the program.
Talent Marketplace: Oversee the strategic governance, enhancement, and application of the Career Framework structure, and Work Element program collaborating with organizational leaders to align with evolving business needs, optimize internal equity, and drive performance, recruitment, and retention initiatives. Partner with functional/subject matter expert leaders to assess the effectiveness of the program and identify the short to mid-term needs of the business.
Performance Management & Talent Review: Drive performance management and Talent Review strategies by championing leader development, deploying advanced tools for talent identification and skill gap analysis, collaborating with HRBPs to operationalize actionable succession plans, and proactively monitoring readiness to mitigate retention risks and ensure organizational resilience.
Organizational Development:â Spearhead organizational development initiatives, including succession management, talent review process, and internal salaried mobility programs, while leading change management efforts and orchestrating strategic communications to amplify the impact of talent programs, cultivate engagement, and nurture a culture of continuous learning and growth.
Talent Data Enhancement:â Establish and lead a proactive talent data function, leveraging insights from performance and 360-degree reviews and robust skill libraries to transform talent management from a reactive to a data-driven, proactive approach, ensuring alignment with organizational needs and fostering continuous learning and development.
Budget Management: Develop and manage the Talent Enablement budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
Leadership & People Management: Lead, inspire, and develop a high-performing team. Role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&C's mission, vision, values, and guiding principles. Manage departmental administrative team member processes. Oversee a team of leaders and support them in managing their direct reports including but not limited to recruitment, induction, vacation management, performance reviews, performance improvement plans, and workforce/succession planning. Proactively establish, monitor, and hold leaders accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, both positive and developmental, address performance gaps in a timely manner, recognize and reward achievements, and initiate decisions for corrective actions and terminations where required. Foster a culture that supports the growth and development of both leaders and team members, and proactively train, mentor, and coach team members.
Industry Insights & Thought Leadership: Proactively monitor and stay abreast of talent trends and best practices to inform short to mid-term talent program strategies and provide recommendations for long-term insights. Continuously monitor, evaluate, and report on program effectiveness to senior leaders and check and adjust as needed for enhanced organizational effectiveness.
Compliance: Understand and comply with all applicable Company policies and rules