Talent Management Sr Program Manager

Medtronic•Minneapolis, MN

5d•$147,200 - $220,800•Onsite

About The Position

Our purpose in Talent Management is to enable business growth by delivering a steady stream of ready-now, diverse, and global leaders who will shape the future of Medtronic. Just like the businesses we support, we aspire to be progressive, innovative, strategic and global. We are not just executors of required talent processes; we represent the Voice of our Customers in the design and delivery of world-class talent solutions. We do this by aligning the business strategies against our talent and co-designing talent strategies to build our succession pipelines, accelerate talent readiness, increase inclusion and diversity and retain top talent. We deliver our talent solutions through strong talent mastery, performance enablement, and culture stewardship. We hope you’ll consider joining our team and growing your career with us! As a Senior Program Manager in Talent Management, you will be an integral leader within the Global Talent Management (COE). You will form a strong consulting partnership with Talent Management partners, senior business and HR leaders, and employees at all levels, across the globe, to understand the business strategy and translate it into enabling talent planning strategies, shaping COE-developed programs to maximize deployment. This is an on-site role open to being located at a Medtronic hub office, ideally at Operational Headquarters.

Requirements

Bachelor's Degree and 7+ years of Human Resources experience (Talent Management, Change Management or Organization Development/Effectiveness consulting is equivalent to HR experience)
An Advanced Degree and 5+ years of experience

Nice To Haves

Master’s degree (I/O Psychology, MBA, or MA Human Resources)
Past experience leading enterprise Talent Management programs and strategies
Subject matter expertise and facilitation experience in talent planning, performance management, talent review and succession planning, competency modeling/role profiling, and culture, inclusion and diversity strategy implementation for a global, matrixed organization
Extensive program/project management experience with ability to independently manage multiple priorities
Experience in program/process design, as well as continuous improvement
Change Management or Organization Development/Effectiveness experience
Demonstrated ability to influence and provide strategic, proactive consultation to senior leaders
Demonstrated excellence in written, verbal and visual communication skills
Experience analyzing data and turning into insights / action plans
Strong understanding of external talent landscape and best practices
Experience with HR systems such as Workday, highly proficient in PowerPoint
Ability to travel up to 25%

Responsibilities

Lead the design, implementation, and continuous improvement of AI-enabled talent management systems that support talent planning, succession, career development, and workforce decision-making.
Manage (end to end ownership) enterprise talent programs, planning cycles, governance, communications, and stakeholder engagement.
Lead large-scale implementations of talent processes, systems, and technology solutions.
Drive adoption through change management, training, leader enablement, and communication strategies.
Ensure talent processes are scalable, efficient, and integrated across the employee lifecycle.
Develop and lead Medtronic's enterprise talent management strategy, roadmap, and operational plan to ensure talent capabilities and processes are in place to attract, retain, and develop talent and enable business priorities.
Own capability development, drive continuous improvement, and deploy enterprise solutions and resources for the following talent programs: Performance Management, Organizational Talent Planning & Succession, Redeployment, and Engagement.
Engage, align, and communicate with key stakeholders at various levels across the organization, including but not limited to: employee listening groups, ERGs, HR Business Partners, HR, Finance, and Strategy leaders, and ExCom.
Key enabler of Medtronic's ID&E goals by ensuring equity and removing bias in talent practices and systems.
Leverage internal data and insights and external benchmarking to inform long-range Talent Management strategy and simplify core talent practices (e.g. ID&E data, engagement survey results, employee listening activities, external councils and networks).
Optimize Workday to enable and simplify all core talent management processes.
Role Model, champion and embed the Medtronic Mindset to Act Boldly, Compete to Win, Move with Speed and Decisiveness, Foster Belonging and Deliver Results the Right Way.
Ensure an inclusive, diverse, and equitable workforce, identifying gaps in female and ethnically diverse representation, defining mitigating actions including attracting, retaining, developing and promoting female and ethnically diverse talent, and embedding these actions in the talent strategy.
Partner with Global Inclusion, Diversity and Equity partner to drive senior business leader engagement and accountability as owners of Medtronic’s inclusion and diversity efforts.
Partner closely with Global Talent and Leadership Development COE to design programs and tools that meet the unique needs of the business, and deploy targeted solutions as needed (i.e., assessment, coaching, talent acquisition, analytics, etc.), incorporating the Medtronic Mindset.
Leverage the Organizational Health Survey to measure engagement gaps and define mitigating actions to be embedded in the talent strategy.
Proactively address opportunities within your team and the Global Talent Management COE.

Benefits

Health, Dental and vision insurance
Health Savings Account
Healthcare Flexible Spending Account
Life insurance
Long-term disability leave
Dependent daycare spending account
Tuition assistance/reimbursement
Simple Steps (global well-being program)
Incentive plans
401(k) plan plus employer contribution and match
Short-term disability
Paid time off
Paid holidays
Employee Stock Purchase Plan
Employee Assistance Program
Non-qualified Retirement Plan Supplement (subject to IRS earning minimums)
Capital Accumulation Plan (available to Vice Presidents and above, or subject to IRS earning minimums)