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Director, Talent Management

Company: Emergent BioSolutions, Inc.
Location: Gaithersburg
Posted on: March 28, 2020

Job Description:

Those who join Emergent BioSolutions feel a sense of ownership about their future. You will excel in an environment characterized by respect, innovation and growth opportunities. Here, you will join passionate professionals who advance their scientific, technical and professional skills to develop products designed-to protect life. I: Job Summary Providing leadership and collaborating with colleagues in Human Resources and across the business, the Director of Talent Management is responsible for designing and driving talent management strategies, tools, and processes in the areas of performance management, talent review, succession planning, employee engagement, and organizational effectiveness. The Director of Talent Management will support the VP of Talent Management and OD with culture and leadership capability-build initiatives. The success of Emergent's Talent Management strategy depends on the buy-in and commitment of senior leaders. A successful candidate will effectively partner with executive and senior leaders to ensure that talent management programs drive business results and leadership performance. II: Essential Functions Deliver a Talent Management strategy that support HR and business strategy. Design and implement talent management programs, governance, and metrics to ensure effective and consistent application across the enterprise.Performance Management:

  • Responsible for the integrated performance management process (IPMP), including program administration, tools, education, and enhancements.
  • In close partnership with HRBPs and Total Rewards, plans annual IPMP cycle and develops enterprise wide communications
  • Develops strategy for communication and training
  • Provides guidance, tools and templates to HRBPs
  • Supports, and may facilitate, performance calibration meetings Talent Review and Succession Management
    • Responsible for Talent Review and Succession Management Processes, including program administration, tools, education, and enhancements.
    • In close partnership with HRBPs, plans scope and cycle
    • Builds and maintains a toolkit for HRBPs; provides training HRBPs
    • May facilitate Talent Review and Succession Planning sessions
    • Executes deliverables for Board of Directors Employee Engagement:
      • Responsible for execution of the engagement survey strategy, including vendor management, survey administration and reporting.
      • Responsible for preparing engagement progress updates and relevant benchmarks
      • In close collaboration with the HRBPs and business leaders, recommends strategies to maintain or improvement engagement
      • Prepares trend reports and compares multiple sources of data including focus groups, exit interviews, surveys and skip level meetings
      • Working with other HR leaders, ensures the pull through of employee engagement trends/action plans into overall talent and organizational development strategies Organizational Effectiveness:
        • Ensures alignment of business strategies, processes, and people
        • Consults on team development needs, approaches, tools and facilitators/resources
        • Supports enterprise initiatives, such as culture evolution, change management, organizational design, and diversity and inclusion Other responsibilities include:
          • Support the VP of Talent Management and OD with culture and leadership capability-build initiatives.
          • Serve on the HR leadership team; actively participate and shared ownership for the for the effectiveness of the function
            • Develop a strong understanding of the company's organization structure, operations, business objectives, values, culture to effectively develop and execute talent management strategies and programs
            • Support M&A activities, including the integration of new employees acquired - assessing their existing processes and providing recommendations for harmonization/integration
            • Partner with HRIS and IT colleagues regarding the functionality, configuration and implementation of talent management systems
            • May conduct critical skills gap analyses based on employee demographics and strategic business objectives and develop action plans in partnership with executive leaders and HR Business Partners
            • Provide meaningful feedback and coaching to team members The above statements are intended to describe the general nature of work performed by those in this job. It is not an exhaustive list of all duties, and other duties may be assigned. III: Education, Experience & Skills
              • A Minimum of 12 years of experience in Human Resources, with a strong emphasis on leading, creating and implementing Talent Management programs and processes across a mid-size to large size global company
              • A minimum of 3-5 years of management experience
              • High levels of resourcefulness, influence, organizational savvy, and execution skills are critical to the success of this individual
              • The Director must promote strong team interaction across the company's functions and across the HR function. He/she must be effective at sharing ideas and information with peers and business leaders. As such, the position requires strong communication and relationship management skills
              • Demonstrated organizational skills with a keen attention to detail and the ability to effectively manage multiple projects and priorities within a given timeline are critical to the success of the individual
              • The Director must possess the ability to set clear goals and drive results individually as well as for the team Education Requirements:
                • Minimum: Bachelor's degree in human resources management, organizational development, industrial or organizational psychology, business administration or related field
                • Preferred: Master's degree in organizational development, talent management, applied behavioral sciences, business administration IV: PHYSICAL/MENTAL DEMANDS AND WORK ENVIRONMENT CHARACTERISTICS There are physical/mental demands and work environment characteristics that must be met by an individual to successfully perform the essential functions of the job. This information is available upon request from the candidate.Reasonable accommodations may be made to enable individuals with disabilities to perform all essential functions.Emergent BioSolutions is an Equal Opportunity/Affirmative Action Employer and does not discriminate on the basis of race, color, religion, gender, age, national origin, disability, Protected Veteran status, sexual orientation, or any other characteristic protected by federal, state or local law. Information submitted will be used by Emergent BioSolutions for activities related to your prospective employment. Emergent BioSolutions respects your privacy and any use of the information submitted will be subject to the terms of our Privacy Policy . Emergent BioSolutions does not accept non-solicited resumes or candidate submittals from search/recruiting agencies not already on Emergent BioSolutions' approved agency list. Unsolicited resumes or candidate information submitted to Emergent BioSolutions by search/recruiting agencies not already on Emergent BioSolutions' approved agency list shall become the property of Emergent BioSolutions and if the candidate is subsequently hired by Emergent BioSolutions, Emergent BioSolutions shall not owe any fee to the submitting agency.

Keywords: Emergent BioSolutions, Inc., Washington DC , Director, Talent Management, Executive , Gaithersburg, DC

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