Talent Program Manager

We are Generac, a leading energy technology company committed to powering a smarter world.

Over the 60 plus years of Generac’s history, we’ve been dedicated to energy innovation. From creating the home standby generator market category, to our current evolution into an energy technology solutions company, we continue to push new boundaries.

The Talent Program Manager serves as the primary lead for Talent Processes.  This role is responsible for the development and implementation of high-impact talent development and talent management programs, tools, systems and processes that develop, build and retain a strong pipeline of ready, capable talent to support and drive business objectives.  This role will have direct responsibility for managing various programs related to: external development programs for high-performing talent pool members, performance management, succession planning, career development and measuring engagement.  Partnering with business leaders, HR Business Partners, and other HR functions to identify opportunities across the employee lifecycle to create programs and tools that lead to an enhanced employee experience through the use of reports, action planning, root cause analysis, and other methods to evaluate organizational impact.

This position has the responsibility for developing and deploying solutions on a global scale, across the enterprise.  The primary Talent programs managed by this position are Talent Development, Talent Reviews / Performance Management and Engagement.

Workday – Talent Management

• Provide leadership for and operationalize the performance management process from goal setting, progress updates, talent profile and career discussions, performance review, and calibration.

• Partner with HRIS and IT to define, develop, test, document, train and implement key Talent Processes via Workday.

• Partner with the HR Business Partner team to execute talent processes; gather data and feedback to form the process and to make enhancements as needed.

• Act as the system Subject Matter Expert (SME) to develop and deliver training materials, training sessions and documentation to employees, managers, and HR Business Partners.

• Drive execution of internal talent management programs from project planning to rollout to adoption and review / sustainment.  Provide ongoing reporting & metrics to monitor the progress of talent programs and processes.

• Work with members of the Talent Management team and Employee Communications team to identify and draft communications to support key Talent processes and timelines.

• Research, identify and incorporate external leading best practices, innovations and trends into design of talent management and organizational effectiveness solutions where appropriate. 

• Recommend strategies to address gaps, using organization development tools to support employee engagement goals.

Talent Development

• Direct oversight and management responsibility for one or more talent management programs.  This role will focus on select talent development programs and will have specific assigned work streams as allocated across the Talent Management department.

• Research, identify and incorporate external leading best practices, innovations and trends into Talent programs where appropriate.  Recommend solutions to address gaps, using organization development tools to support employee engagement goals.

• Partner with Employee Communications, Talent Acquisition, and Employee Engagement leads to ensure alignment and leveraging of best practices.

• Manage External Development Programs for Talent Pool populations.  This includes but is not limited to: vendor management and contract maintenance; invoice management, communication with participants and their managers before, during and after program attendance, ongoing engagement and follow-up with past program participants.

• Assist with the needs analysis, vendor identification and selection of Talent Assessment partners. 

• Act as project manager for this process to ensure that partners are identified, and proposal is developed ahead of budgeting for the next year.

Talent Reviews / Performance Management

• Develop solutions for people across the employee lifecycle.  Examples include but are not limited to: onboarding, manager effectiveness, performance management, talent reviews / succession.

• Support HR Business Partners and leaders for Early Career and department talent reviews and act as a trusted advisor to provide expertise on how to identify and invest in critical talent, as well as influence key talent decisions to ensure that the right people are in critical roles.

• Develop and deliver robust content for early career / individual contributor talent discussions, including Individual Development Plans (IDPs) and manager discussion guides to support building careers at Generac.

• Provide ongoing reporting on metrics related to Early Career talent movement, and the organizational talent diversity objectives and measure progress toward these targets.

• Create a detailed annual Performance Management Calendar that includes key dates / activities for Employees, Managers, HR Business Partners and TM / HRIS System maintenance. 

• Monitor progress toward this plan to ensure all processes remain on-schedule, and work with the Director Global Talent Management & Organizational Development to identify risks and potential solutions to adjust schedule as-needed.

Other duties as assigned and the following: 

• Work closely with the Talent Management & Organizational Development team to ensure all programs are inclusive and aligned with Our People strategies.

• Cross-train on and serve as a Talent Review process SME / Backup facilitator.

• Support other Talent Management, People & Culture or Engagement projects, where needed.

• Perform other duties as assigned to support efficient operation of the department and company.

Education

• Bachelor’s degree in Management, Human Resources or related field or equivalent

Work Experience

• 5 years of business experience in Talent Management, Human Resources, or Learning & Development in a corporate environment

• 3 years demonstrated program management skills related to HR / Talent cycle

Knowledge / Skills / Abilities

• Excellent communication, interpersonal, presentation and influencing skills

• Strong collaboration skills

• Sense of urgency and ability to operate in a fast-paced, high-energy environment

• Ability to develop and maintain strong, effective internal customer/business partner relationships to achieve Talent Management objectives

• Ability to understand complex global organization & interdependencies; using knowledge to influence & make talent program decisions

• Ability to demonstrate strong business acumen in strategy, industry trends and best practices in the areas of Talent Management or Learning & Development

• Innovative and proactive problem-solving skills with the ability to exercise integrity and sound judgment in complex and ambiguous situations

• Strength in reporting metrics/data analytics

• Experience with HR processes and systems (such as Ceridian, Workday, Avature, etc.) and SAP or equivalent ERP

• Proficient computer skills with Microsoft Office Suite (Word, Outlook, Excel, Visio, PowerPoint, OneNote, SharePoint)

Office Environment:   While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls.  The employee is regularly required to stand and walk.  On occasion, the incumbent may be required to stoop, bend, or reach above the shoulders.  The employee must occasionally lift up to 25 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision, and the ability to adjust focus. Occasional travel.

Physical Demands: While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk.  On occasion the incumbent may be required to stoop, bend or reach above the shoulders. The employee must occasionally lift up to 25 - 50 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision and ability to adjust focus. Occasional travel.

“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability status, protected veteran status, or any other characteristic protected by law.”