HR Business Partner serving Pan - European leadership teams at Sony Europe. Champion organizational strategy, talent management, and employee engagement initiatives.
About the role
- Director of Talent Management focused on shaping enterprise-wide organizational effectiveness at Thrivent. Leading talent systems, strengthening leadership capabilities and driving change leadership across the business.
Responsibilities
- Ensure the organization is structured, led, and equipped to execute its strategy by shaping enterprise-wide organizational effectiveness
- Strengthen leadership capability, and mature talent systems
- Drive change leadership across the business, helping leaders and teams adopt the mindsets, behaviors, and ways of working required for transformation
- Ensure the organization has the right talent and critical capabilities—now and in the future—by building strong leadership pipelines and advancing talent practices that support long term strategic success
- Influence without authority, getting results through the actions of others, driving capability, maturity and consistency across the executive leadership teams
- Lead the enterprise strategic organizational design to enable Thrivent to meet the needs of the now and the future
- Define and drive consistent and pragmatic practices related to strategy, evaluation, and execution of organizational changes that require the development of a business case
- Act as a trusted advisor, partnering across HR, Talent teams, business units, and executive teams to build programs, capability and implementation that align people, culture, and business strategy
- Lead the design and implementation of an integrated Talent Management strategy that aligns talent, learning, and change capabilities with business objectives
- Enable HR Business Partners and HR VPs to assess organizational needs and deliver scalable, high-impact development and change initiatives
- Facilitate and integrate leadership development strategies that strengthen the leadership pipeline
- Define leadership expectations and integrate them into Performance Management Product processes
- Lead the creation and execution of enterprise leadership assessments, and coaching initiatives that drive impact of changes of behavior, readiness for role consideration, and feedback
- Lead enterprise talent assessment, talent review, and succession planning practices to ensure robust talent pipelines for the future and drive measurable business results
- Influence senior leaders on organization design, talent strategy, and large scale change initiatives
- Integrate Inclusive Culture best practices throughout talent management and organizational effectiveness processes, systems and programs
- Produce high quality executive summaries and reports with actionable insights to support strategic talent planning discussions at division and enterprise levels
- Conduct program evaluation, analysis, and reporting of talent management initiative metrics and outcomes
- Drive continuous improvement based on metrics and stakeholder feedback to maximize effectiveness
- Recruit, develop, and sustain a high-performing team while promoting a culture of shared accountability, operational excellence, and partnership across the organization
- Model Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes
- Support and/or develop an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients
- Shape and/or support a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients
Requirements
- Bachelor’s Degree required
- At least 5 years of experience in implementation of talent management practices, with proven track record of success, and progressive growth of expertise and responsibility
- At least 8 years of progressive experience leading direct and matrix teams, and leading large-scale complex initiatives
- Experience in the areas of business partnering, organizational design, business case development, talent planning, succession planning, and organizational change
- Demonstrated success in applying fresh, innovative thinking, data-driven and a growth mindset to complex challenges/problems resulting in high impact outcomes
- Strong business and people acumen, as well as consulting, and facilitation skills
- Demonstrated ability to ramp up quickly and operate in a changing environment; developing realistic, agile solutions that can be adjusted and scaled as required
- Collaborative team player able to challenge the status quo while building effective partnerships with key stakeholders
- Extensive experience influencing stakeholders at all levels of the organization
- Strong track record of serving as a trusted advisor to senior leaders on organization design, workforce transformation, and large scale change
- Expertise in talent management practices (talent assessment, career development, talent review, performance management, succession planning, etc)
- Strong business acumen, ability to connect the dots, identify strategic business priorities and drive meaningful impact in pragmatic and sustainable ways
- Strategic thinker with strong conceptual ability, coupled with a proven track record of executing initiatives with excellence
- Analytical thinking, skilled at deriving insights from data and conceptualizing strategies to address business-critical talent issues
- Ability to maintain utmost professional discretion and confidentiality
- Exceptional communication and influencing skills
- Ability to build trusted relationships with senior business leaders, HR colleagues and other key stakeholders
- Ability to effectively work under pressure and manage competing priorities
- Collaborative thought leader and change agent
- Able to challenge the status quo while building effective partnerships with key stakeholders
- Continuous learner of latest thinking
- Able to innovate and integrate emerging best practice with discernment of best fit for the organization
Benefits
- various bonuses (including, for example, annual or long-term incentives)
- medical, dental, and vision insurance
- health savings account
- flexible spending account
- 401k
- pension
- life and accidental death and dismemberment insurance
- disability insurance
- supplemental protection insurance
- 20 days of Paid Time Off each year
- Sick and Safe Time
- 10 paid company holidays
- Volunteer Time Off
- paid parental leave
- EAP
- well-being benefits
- other employee benefits
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