Head of Talent

Overall, Purpose 

Reporting to the Chief People Officer, the Head of Talent is accountable for developing, creating, and managing talent management functions which include: talent acquisition, succession planning, talent and performance management, leadership development and learning, and organizational effectiveness. This leader will play a critical role in developing and implementing talent strategies and programs that align with our organization’s goals and objective. The ideal candidate will have a strong background in leading, developing and implementing world-class talent management and organizational effectiveness programs, with a deep understanding of HR practices and the ability to effectively lead, partner and drive change within a dynamic organization.  

Essential Functions  

Talent acquisition and executive recruitment:  

• Develop, own, and implement a comprehensive multi-year talent and location strategy taking into consideration multiple geographies, forecasting models, strategic talent pools, and specialized hiring requirements.  Ability to take the lead in driving the talent strategy in partnership with key business leaders, finance, and internal HR partners. 

• Cultivate programs designed to attract and retain the talent and skills necessary to grow with the company.  

• Develop and implement the talent acquisition strategy to drive innovative hiring processes, including an overall assessment methodology that is aligned with the company’s core leadership values and competency model.  

• Design and implement best-in-class candidate and onboarding experiences.  

• Oversee executive and senior leadership recruitment and develop customize on-boarding programs, where needed.  

• In partnership with HR leadership, participate and support programs aligned with the company’s affirmative action initiatives. 

Performance management:  

• Provide thought leadership in leading the team through the process of re-imagining the performance management process in support of company initiatives and culture.  

• Create and implement programs in support an end-to-end process including goal setting, continuous feedback, setting expectations, self and manager evaluations, in an effort to effectively measure progress and performance aligned with company and/or department goals. 

Talent management:  

• Develop and implement talent management strategy and solutions, customized career journeys, optimized talent experiences for employees, talent reviews, succession planning, executive assessment, coaching and individual development planning.  

• Develop practical and impactful approaches to ensure we have the leadership needed in support of our company strategy and culture: Identify, manage, and develop our future generation of diverse leaders in partnership with business partners.  

• Lead the efforts in managing of critical roles and specialized skill sets with a focus on strengthening long term succession for these roles with a plan to help ensure that they are filled with high potentials.  

• Support the development and mobility of high potential employees at senior and mid-career levels, ensuring an enhanced pipeline of high performing professional talent.  

• Proactively keep abreast of talent management and development innovations and trends. Incorporate best practices and learning theory into overall learning strategies and program offerings. 

• Conduct organizational assessments to identify gaps, issues, and opportunities to improve organizational effectiveness, process, and overall health. 

Learning and development:  

• Develop strategies and programs to prepare current staff so that they have the skills and knowledge needed to support/ enhance performance.  

• Develop practical and impactful approaches to ensure we have the leadership needed in support of our company strategy and culture. Identify, manage, and develop our future generation of diverse leaders in partnership with business partners.  

• Oversee activities in support of managing vendor relationships. Manage and determine training needs for programs that may vary in scale. Analyze the impact of training programs, and make recommendations for changes, as needed.  

Provide exceptional leadership in developing highly engaged, high-performance teams.  

Leverage data, analytics, and best practices to inform design, development and delivery of a cohesive talent strategy. 

Supports the company’s commitment to risk management and protecting the integrity and confidentiality of systems and data. 

Minimum Qualifications 

• Education and experience typically obtained through completion of a bachelor’s degree in human resources or a related field. 

• 15 or more years of broad HR or Business management experience, including talent acquisition, talent management, training and development, and performance management or senior-level business operations/consultation experience. 

• Demonstrated success developing and retaining highly engaged, high performing teams and aligning talent to meet business objectives. 

• Strong communication, coaching, and organizational design skills. 

• Pragmatic and analytical. 

• Experience designing, developing, and supporting organization-wide talent management, talent acquisition, training & development. 

• Experience managing staff and multiple large-scale projects to ensure on-time delivery and quality using both internal and external resources. 

• Experience partnering with and influencing senior leaders to help drive talent strategies and increase business outcomes. 

• Effective and adaptable communication to successfully work collaboratively with trainers, project management, and formal and ad-hoc teams. 

• Demonstrated strong problem-solving skills; must be able to work under pressure to resolve problems quickly and professionally. 

• Background and drug screen. 

Physical Requirements  

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers.  

Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation.  

The pay scale for this position in:

Phoenix, AZ/ Chicago, IL in USD per year is: $280,000 - $310,000.

New York, NY/ San Francisco, CA in USD per year is: $300,000 - $330,000.

This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate’s education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.

Additionally, candidates are eligible for a discretionary bonus, and benefits.