Talent Management Analyst

Camping World Holdings, Inc.•Chicago, IL

7d•$66,200 - $101,500•Hybrid

About The Position

Camping World & Good Sam is seeking a driven and innovative Talent Management Analyst to join our Talent team in Chicago, IL. In this role you will be a key partner in building, supporting, and sustaining our approach to performance management, succession planning, and talent review. This role will report to the Director, Talent Management & Employee Experience, and inform program design and execution. This role is onsite or hybrid (three days a week) at our corporate offices in Chicago, IL. Occasional travel to Lincolnshire, IL required.

Requirements

Bachelor’s degree in HR, I/O Psychology, Organization Development, or related field required.
Minimum of 3 years managing programs and/or projects within the HR or Talent space, with experience working with cross-functional project teams.
Demonstrated experience coordinating structured talent management and succession programs within large matrixed environments.
Demonstrated experience leading with human-centered design principles through a demanding program development cycle.
Track record of designing intelligent metric-driven approach to measuring success and iterating on past deployments.
Effectively manage multiple high-priority projects simultaneously, prioritizing demands while working under deadlines and pressure in a fast-paced, high-growth environment.
Ability to seamlessly integrate into cross-functional teams, building & maintaining individual relationships while motivating the full team to deliver on objectives.
Demonstrates a growth mindset through an appetite for calculated risks, innovating on stagnant processes, and giving/receiving feedback gracefully.
Comfort operating in ambiguous settings, making sense from noisy feedback channels, and with the confidence to propose solutions.
Ability to manage conflict productively through humble disagreement, problem assessment, negotiating compromise, and maintaining respectful relationships
High emotional intelligence and the ability to recognize the power of their language, engaging others with a positive and solution-focused tone and demeanor.
Skilled at directing activity, motivating individuals/teams to deliver against objectives, and efficiently addressing roadblocks and bottlenecks.
Problem solving skills with the ability to identify root causes, develop practical solutions, and work in collaboration across the organization to address strategic, operational, and any other roadblocks to success.
Willingness and ability to adapt to change quickly, with enthusiasm and resourcefulness when tackling unfamiliar tasks and requests.
Communicate information in a clear, concise, and compelling manner, orally and in writing, in a style, tone, and manner appropriate for the audience.
Puts human-centered design/design-thinking principles into practice to create effective solutions and to deliver against the source of the business challenge.
Strong business acumen, effective consultative techniques, problem-solving skills, and confidence to recommend and deliver solutions.
Resourceful and energized by new challenges and opportunities.
Perform with the highest degree of integrity and confidentiality whilst following through on commitments.
Ability to remain in a stationary position for a prolonged period.
Capable of lifting and carrying 25 pounds short distances.
Consistently operates a computer, phone, and other office machinery.

Nice To Haves

Master’s degree is highly preferred.

Responsibilities

Support implementation and continuous improvement of our performance management programs.
Assist in building supporting artifacts and tools such as program playbooks, performance evaluation forms, and quick-guides or other resources.
Partner with the broader HR team to embed performance practices across the organization, inclusive of Goal Setting, Quarterly Check-Ins, and Annual Performance Reviews.
Support the execution and administration of programs that strengthen and streamline the company’s leadership pipeline.
Partner with the Director of Talent Management and Employee Experience to introduce and drive a cadence of strategic talent reviews.
Leveraging Workday’s Talent Module, and partners on the corporate apps team, update and maintain a record of talent review outcomes.
Support talent gap identification activities, and subsequently support the development and execution of developmental initiatives(e.g., coaching or mentorship, assessment tools, development planning).
Identify gaps and propose enhancements to programs, strengthening internal and external talent pipelines to ensure critical roles have a bench of talent to draw from.
Partner closely with the Director and HR partners to provide project management and analytical support for enterprise succession planning processes.
Provide coordinating support for actionsto identify critical roles across the organization, accurately assess existing talent, and document individual development plans for identified successor pools.
Keep detailed documentation of succession plans, ensuring clearly articulated strategies for when we acquire versus develop talent.
Provide project management and analytical support for enterprise succession planning processes.
Partner with HR leaders to coordinate talent review cycles, manage inputs, and track development plans for key talent.
Assist in gathering and presenting insights on talent pipelines, critical role coverage, and successor readiness.
Participate in Workday Talent Management Module development as the primary point of contact for coordinating across teams, testing new releases, and troubleshooting where required.
Act as the Workday subject matter expert to help inform strategy, support program implementation, and change management related to operations, business processes, security, and data integrity for the Workday applications.
Establish a common language and assessment mechanisms to measure the effectiveness of our talent management practices, including the identification of KPIs and data critical to measuring success.
Manage a reliable reporting cadence to make Talent Program performance insights available to HR and business stakeholders on-demand.
Collect and analyze data to provide insights into talent management practices, identify talent and organization capability gaps, and recommend adjustments to strategy where appropriate to meet organization needs.