• Embedding the business strategy in talent management projects and initiatives
• Creation and execution of practice-specific talent strategies and solutions

• Budgeting
• Change management
• Diversity initiatives
• Manager and associate development

• T&OE Leader on behalf of the business segments
• Unit Manager in T&OE Talent Programs
• Steering Committees convened to determine program uses
• The TPM functions within the matrix that encompasses the full scope of Firmwide and segment business teams and works mutually with or directs/facilitates the activities of related groups as appropriate.

• Consults with segment business leaders on the effective implementation of talent programs and manages the relationship with other HR leaders as needed to ensure proper alignment of business objectives and talent programs
• Program manage the Manager Effectiveness initiative including:
  • Recognition Program
  • Total Rewards
  • Onboarding
  • Development
  • Manager Solutions
  • Manager Tools
• Stewards the implementation of talent programs that are critical to the success of the Firm
• Supports effective change management and communication plans for the implementation of talent strategies
• Influences Firmwide talent programs to ensure that business objectives and talent priorities are met
• Partners with all other Talent Managers to increase overall expertise in talent management and to influence the HR product and services portfolio integral to aligning the right people to the right work
• Facilitates communication on all Talent Management projects and issues
• Provides senior leaders with a variety of data and metrics to assess and diagnose the effective ness of current talent programs
• Partners with segment Leadership Groups in the assessment, management, and monitoring of talent strategies aligned to the business priorities, such as increasing engagement, retention, rewards, and talent utilization
• Receives, synthesizes, and analyzes feedback and input from leadership team and others to ensure the effectiveness of talent programs, and strategies; shares the results of this analysis with leadership and recommends appropriate actions/interventions
• Scopes the people implications of talent management strategies; prioritizes deliverables with Firm and segment Leadership Groups; determines needs for the execution of deliverables for talent programs
• Secures sponsorship from Firm and segment Leadership Groups
• Creates and implements talent action plans that contribute to the achievement of diversity goals established for the Firm and segment Leadership Groups
• Participates on key cross-segment, and cross-HR forums to achieve appropriate alignment of talent programs, processes, and policies

• Multi-office environment, indoor temperature
• No heavy lifting
• Moderate noise level
• Travel among buildings in Lincolnshire daily and weekly
• Some travel to other offices as needed

• SPHR
• PHR
• IIHR

• 10 years professional experience in applied HR such as consulting/operations, talent management, or organizational development
• Effective in managing large projects through others across business segments and multiple businesses and locations with demonstrated expertise at thoughtful allocation of people, budgets, and resources
• Proven ability to work effectively with business sponsors
• Substantial experience in a for-profit industry, preferably a significant portion in an HR function
• Previous people management is a plus
• Experience in external consult ing desirable
• Experience in a service-oriented industry
• Experience in a highly matrixed organizational structure and the ability to manage large projects through others across multiple locations
• Experience in partnering with business leadership in the implementation of people strategies and the ability to communicate effectively with different levels of management
• Consulting and coaching experience using highly developed interpersonal, influence, and relationship skills

• Superior knowledge of talent program design processes and procedures: the analysis, design, development, implementation, and evaluation of talent programs and strategies
• Strong knowledge of processes and requirements for determining the organizations talent program needs
• Strong knowledge of business models, financial management practices/applications and planning, particularly in for-profit organizations.
• Solid and comprehensive knowledge of the following HR talent systems/functions, practices, and disciplines:
• HR operations (talent acquisitions, planning and movement, transitions, retention)
• Associate relations
• Compensation
• Change management models, frameworks, and processes
• Communications models, frameworks, and processes
• Leadership models, frameworks, and processes
• People management models, frameworks, and processes
• Learning and development models, frameworks, and processes
• Consulting models, frameworks, and processes
• Influence models, frameworks, and processes
• Performance management models, frameworks, and processes
• Project management/leadership approaches and practices
• Management of resources for effective and cost-efficient delivery of people strategies
• Matrix-managed organizational paradigms, barriers, and enablers
• Learning design and development

• Proficiency in Microsoft Office (Word, Excel, and PowerPoint).
• PeopleSoft (HR and Financial)
• Knowledge management system
• Project management software knowledge helpful
• Strong presentation and facilitation skills toward influencing thoughts and ideas
• Ability to conduct and organize meetings
• Ability to coach and participate in challenging discussions
• Ability to write presentations and business cases
• Excellent communication skills

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