Global Head of Talent Development

The Team and Job SummaryThe Global Talent Development leader will partner with the Chief People Officer, HR colleagues and Leadership to ensure top talent and succession in every role. This will be achieved by identifying critical workforce requirements, (e.g., skills, competencies and performance outcomes) necessary to drive current and future business results, and designing and delivering large-scale talent initiatives that align with the J.S. Held business and HR strategies. The successful incumbent will lead a team of talent management professionals who are accountable for the assessment, design, development and delivery of competency-based talent and succession management, learning and development, performance management and organizational development and change management initiatives for leaders, employees, and teams across J.S. Held globally. The preferred candidate will actively work with leaders to assess and identify individual and team development needs and recommend effective solutions to promote a culture of continuous learning and cultural improvement. This includes scoping and designing learning solutions, managing complex projects, implementing deliverables, and measuring and reporting outcomes of effectiveness of all solutions. This individual will report to the Chief People Officer. We are looking for a professional who thrives in a dynamic, fast-paced environment and whose values align with our Company Values: Quality and Service are Paramount, Deliver the News, Collaboration is in Our DNA, Be Passionate in All That You Do, and Think Outside the Box. Join us and make a significant impact on our organization’s future! Job Responsibilities Develop comprehensive Global Talent Development strategy aligned with the vision, mission and strategy of overall HR and Business strategies. Deliver plan with and through a team of talent management, learning and organizational development professionals: select, direct, train & coordinate staff, establish clear goals and monitor employee performance. Measure and report customer/client satisfaction, participation and ROI of programs. Specific job responsibilities include: Organizational DevelopmentProvide organizational development guidance and support processes for the organization.Partner with Chief People Officer, HRBPs, Total Rewards and Leaders to build and maintain an effective job architecture and career frameworks. This includes conducting job analyses, developing competencies by level, job descriptions and career progression guidelines that supports organizational alignment and enhanced career pathing and workforce planning. Partner with Total Rewards to ensure alignment of talent and compensation leveling.Provide engagement/ change management support to leadership with key process implementations. Learning  & DevelopmentConduct periodic learning needs assessments and create learning and development plans.Lead and oversee the entire portfolio of learning solutions that support business objectives, including onboarding and leadership development and business capabilities development. Solutions may include remote/hybrid/virtual classroom programs, eLearning, and other blended learning solutions such as live webinars, web-based self-directed learning, etc.Identify and maintain partnerships with external subject matter experts including academic and consulting partners to provide leadership development curriculum and programs.Partner with leaders and HR Business Partners to project manage programs, including roll-out plans, change plans and communications.Partner with Head of HR Operations to ensure successful operation of of Learning Management System. Utilize LMS to develop and maintain content-rich learning learning journeys and pathways for targeted/ role-specific audiences.Establish and nurture a community of learning ambassadors from the business to help socialize and implement learning solutions. Talent & Succession ManagementSupports the organization’s succession planning by developing templates, tools and processes to identify, assess and differentiate talent pools, e.g., 9-box, etc.Serves as a coach and advisor to all levels of leadership to identify talent strengths and gaps; address talent development needs at the individual, team, and organizational level.Manages the infrastructure for talent development that may include annual talent assessments, coaching programs, and 360-degree and other assessments.Design high potential talent development programs to ensure next generation of talent is ready for succession. Performance ManagementMaintain and improve performance management process, tools, educational and communication materials aligned with business objectives. Partner with HR Operations on HRIS, as needed.Partner with HRBPs, Internal Communications and leaders to develop timelines and implement annual processes.Analyze and report on performance management metrics.Leverage insights to support HRBPs, ER and leaders with individual development planning.