Description

• Talent Management: 
• Develop and implement talent management strategies, including career development programs and performance management processes for support teams.
• Design and lead full cycle performance management including goal setting, quarterly, mid and year-end reviews.
• Design and lead succession planning and high-potential identification programs to continue a strong tradition of internal leadership development and ensure a robust internal leadership pipeline.
• Utilize expert facilitation knowledge and skills in designing, reviewing, and facilitating leadership and professional development programs for frontline to senior levels across the organization. 
• Act as an organizational coach providing coaching and mentoring to mid – senior level leaders across the firm. 
• Organizational Development: 
• Partner with support department leadership (e.g. Finance, IT, Marketing, People/HR) to lead the design, development, and delivery of organizational development programs that improve the team’s talent capabilities and support the achievement of business goals.
• Develop and implement organization design frameworks, including job architecture, reporting structures, and role clarity, to support growth and scalability.
• Partner with leaders to analyze and redefine roles, responsibilities, and workflows to optimize team performance and productivity.
• Learning and Development: 
• Lead the design and delivery of training and development initiatives that enhance employee skills and promote career growth.
• Create and deliver training programs that support organizational effectiveness goals, such as leadership development, team-building, and communication skills.
• Evaluate the impact of learning initiatives and adjust strategies to ensure they meet organizational needs.
• Engagement and Retention: 
• Design and support employee engagement programs that drive a positive workplace culture, improve morale, and reduce turnover.
• Develop and execute recognition programs that align with company values and objectives.
• Support our semi-annual team member engagement survey program and provide additional feedback sessions to assess employee satisfaction, partner with support team leadership to recommend, facilitate the creation of and support action plans based on the survey findings.
• Team Member Relations: 
• Partner with leadership to address employee concerns, support disciplinary actions, and ensure consistent application of policies.
• Serve as a point of contact for team member relations issues by providing guidance on policy interpretation.
• Create and maintain a positive team member relations environment by promoting open communication, trust, and mutual respect among team members.
• Data and Analytics: 
• Utilize data analytics to identify talent trends, gaps, and opportunities, and develop action plans to address them.
• Leverage HR/People data and analytics to drive insights, support decision-making, and measure the effectiveness of talent programs and initiatives.
• Prepare and present regular reports on key HR/People metrics, including turnover rates, employee engagement scores, and performance management outcomes.

• Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree and/or PhD is preferred.
• 5+ years of experience in HR/People roles with a focus on talent management, employee relations, or a related field, preferably within a support function.
• Strong understanding of employee relations practices, employment laws, and regulations.
• Proven experience in implementing and supporting talent management and employee engagement programs.
• Excellent communication, interpersonal, and conflict-resolution skills.
• Strong analytical skills with the ability to use data to drive decisions and measure success.
• Ability to work effectively in a fast-paced, dynamic environment with multiple stakeholders.