Sr Manager, Talent Partner

EssilorLuxottica•New York, NY

29d

About The Position

The Sr Manager, Talent Partner will plan, coordinate, and facilitate talent processes for their assigned Business Unit, including succession planning, talent reviews, development and internal mobility. The Talent Partner not only runs the talent processes but is a consultant and thought partner with the HRBP and their Leader(s) regarding key talent, succession readiness, and development planning.

Requirements

Bachelor's Degree in, HR, Learning & Development, Organizational Psychology or related area
8+ years' experience in Talent Management, Organizational and Leadership development
Business facing HR, L&D experience
Strong collaboration skills. Able to proactively partner with HR and Senior Leadership to develop strategy, solutions and outstanding ability to work through others.
Strong consulting and facilitation skills. Ability to deliver effective team coaching, both virtually and in-person.
Demonstrated ability to translate business strategies into critical talent & workforce strategies/initiatives
Demonstrated performance in leadership development strategy, design and implementation
High energy, relationship building skills with ability to take initiative, prioritize, influence, negotiate and partner cross-functionally
Strong ability to manage highly complex projects and environments. Navigating stakeholder alignment and project managing across a highly matrixed organization.
Knowledge of personality or leadership assessment methodology, interpretation, and feedback and multi-rater assessment tools

Responsibilities

Partner with the HRBPs and their business stakeholders to build and execute the assigned business' talent strategy particularly as it relates to current and future talent needs, career paths, and succession planning.
Assess current and future talent needs, identifying critical roles and competencies required to support the business' growth and success.
Create detailed action plans for implementing talent management and development strategies, including timelines, resource allocation, and key milestones.
Monitor the progress, and adoption, of development plans and where needed, provides initiative-taking recommendations and plans to accelerate the growth needs of talent, support leadership development, foster strong succession planning, and enhance performance across all levels.
Leverage data from Talent Analytics to identify talent gaps and consult on strategy
Partner with Talent Acquisition to identify and propose internal talent for Regional and Global internal mobility
Based on identified talent gaps, develop and execute development programs and processes to drive growth and development within the assigned business