Divisional Talent Management Manager- EMEA&SA
Nexteer Automotive
Tychy, Upper Silesia, Poland
9 d. temu

Key Responsibilities : Leadership Development

Leadership Development

  • Ensure an ongoing process exists which continuously enhances the knowledge and capability of key talent in order to enable these managers to effectively lead the organization toward achievement of strategic initiatives.
  • Conduct individual leadership, career and talent assessments as appropriate using a variety of tools.
  • Provide coaching and support to key leaders in the creation of robust development plans that meet succession and development needs.
  • Succession Planning

  • In line with the Global Talent Management team, develops and administers a process which focuses on building bench strength to meet current and future business needs.
  • Serves as a resource to recruiting teams and business partners in the identification of candidates for critical roles.
  • Conduct individual leadership, career and talent assessments as appropriate using a variety of tools.
  • Trains and supports local HR teams in performing qualitative Talent Reviews in alignment with current and future business needs.
  • Performance Management

  • Roll out in the division a consistent global performance evaluation process that focuses employee's efforts on the achievement of business goals and attainment of requisite skills / competencies to sustain profitable growth.
  • Training and Development

  • Roll out global or Identify or develop division-wide & individual learning initiatives that cost effectively focus employee development toward achievement of both business and personal career goals.
  • Conduct overall divisional training needs assessment, recommending and implementing programs to support key skill areas.
  • Support the training gaps of the division / functions and locations.
  • Organizational Development and Design

  • Identify and analyze divisional organization effectiveness opportunities and recommend initiatives that address divisional opportunities based on business strategy.
  • Competency Models

  • In line with the Global Talent Management team, evaluate and maintain leadership and technical competency models that facilitate the assessment of employees versus these competencies.
  • In addition, based on competency evaluation, provide for development plans.

    Organizational Leadership

  • Permanent Member of the Global Talent Management team
  • Is a cultural champion, emulates A Player attributes, and drives culture throughout the organization
  • Form collaborative relationships divisional Human Resources leaders and Business Partners in order to execute Talent Management strategies and efforts to support the growth / strategic objectives of the division.
  • Research latest development in Talent Management approaches and keep abreast to serve as a subject matter expert and consult to organization regarding attracting and retaining critical talents.

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