Sr Manager Talent & Engagement

CSX • Jacksonville, FL

2d

About The Position

Job Summary Leads efforts that support the design, execution, and execution of CSX’s talent management lifecycle in partnership with the Sr. Director of Talent & Development. Senior Manager TM will assist business leaders and HR Business Partners in people development and talent pipelines. They will create innovative talent solutions while contributing to business success, employee engagement, retention and productivity in support of CSX's guiding principles. This position also provides oversite for talent assessments, and targeted development solutions for key talent and critical roles. This function drives the management of the performance management strategy-wide process and system while serving as the subject matter expert across Talent Management initiatives while partnering with HR Business Partners and other Centers of Expertise (COEs). Primary Activities and Responsibilities Lead development and manage end-to-end delivery of the enterprise talent management lifecycle. Develop and implement talent lifecycle practices and policies aligned to the Guiding Principles and Values & Behaviors. Maintains talent governance (calendars, tools, templates) for consistent execution across the organization. Drives and supports the Direct Access system upgrades or enhancements utilized for all talent functions. Supports the succession planning process for the organization while ensuring tools, resources and processes are established to identify and develop a pipeline of high-potential talent. Designs, facilitates, and improves the enterprise talent review process for company-wide performance management. Analyzes talent data and produces insights and presentations for key stakeholders supporting talent decisions. Assesses development needs, designs, develops and delivers appropriate development solutions for key talent and critical jobs in partnership with HRBP and tracks movement within the organization. Drives survey development and the collection of data to provide results to drive business results. Identifies assessment tools and processes to determine best practice when assessing talent. Miscellaneous activities and responsibilities as assigned by manager.

Requirements

• Bachelor’s degree/4-year degree
• 7 or more years of experience in Business, Human Resources, Organizational Development, or related field
• Relevant experience including, but not limited to human resources, talent management and development, performance management, succession management in large organizations
• Comfortable using data and insights to guide decisions, present to leadership and measure impact
• Highly effective communication skills with strong influencing skills and the ability to partner across business partners
• Strong business acumen, analytical skills and customer focus including HR concepts, procedures, employment laws and regulations
• Ability to interpret, apply, and articulate talent management expertise and knowledge in support of business initiatives
• Excellent verbal, written communication and presentation and project management skills
• Strong critical listening skills, consultation, facilitation, and executive presence
• Knowledge of Talent Management current trends, research, and best practices
• Ability to anticipate and analyze problems while managing multiple activities and changing priorities

Nice To Haves

• Graduate Degree or PHD
• 5 or more years of experience in Business, Human Resources, Organizational Development, or related field
• PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources)
• Talent assessment experience
• Prior experience in enhancing or updating enterprise-wide talent lifecycle processes

Responsibilities

• Lead development and manage end-to-end delivery of the enterprise talent management lifecycle.
• Develop and implement talent lifecycle practices and policies aligned to the Guiding Principles and Values & Behaviors.
• Maintains talent governance (calendars, tools, templates) for consistent execution across the organization.
• Drives and supports the Direct Access system upgrades or enhancements utilized for all talent functions.
• Supports the succession planning process for the organization while ensuring tools, resources and processes are established to identify and develop a pipeline of high-potential talent.
• Designs, facilitates, and improves the enterprise talent review process for company-wide performance management.
• Analyzes talent data and produces insights and presentations for key stakeholders supporting talent decisions.
• Assesses development needs, designs, develops and delivers appropriate development solutions for key talent and critical jobs in partnership with HRBP and tracks movement within the organization.
• Drives survey development and the collection of data to provide results to drive business results.
• Identifies assessment tools and processes to determine best practice when assessing talent.
• Miscellaneous activities and responsibilities as assigned by manager.

What This Job Offers

• Job Type: Full-time
• Career Level: Manager
• Number of Employees: 5,001-10,000 employees