Director, Talent Management and HR Operations

5 months ago

Dublin, Ireland OCLC Full time

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The Job Details are as follows:

The Director, Talent Management and HR Operations is responsible for the organization's strategic ongoing talent management planning and processes, including the design and delivery of talent programs and activities that drive company value, increase employee engagement, and accelerate performance. With oversight of Talent Management, Talent Acquisition, Organization Development & Learning, and Employee Communications, this role manages all aspects of the employee life cycle including hiring, training and development, performance management, employee communication, and employee separation. In the HR Operations role, the incumbent partners with HR Leadership to create and monitor the HR strategy, plans, and activities to ensure the division operates in an efficient and effective manner. This position also works closely with Executive Management and business leaders across the enterprise to ensure alignment and integration of talent strategies, projects and programs resulting in the most effective use of resources.

Responsibilities:

Leads a team of Talent Acquisition professionals to ensure excellent hiring practices are in place, and open roles are filled with talented individuals that meet OCLC requirements, and hiring activities meet fill rate and diversity goals. Identifies suitable talent pools and best-fit candidates, leads efforts in attracting them to the organization and optimizing their existing skills and strengths. Leads a team of Organization Development staff who specialize in Talent Management strategies, organization effectiveness, organization-wide learning and development programs. This team consults regularly with leaders across the enterprise to create custom solutions to meet customer human resource needs. Directs and oversees the coordination of all aspects of training programs and development across the enterprise, including employee career-pathing, coaching and development to help employees achieve their full potential. Works closely with HR Business Partners who engage directly with internal leaders and employees to identify needs and partner with HR staff to bring those solutions to those teams. The HRBP’s manage all employee relations needs and issues, and partner closely with the legal team to ensure all decisions are appropriate and legally sound. Manages the Internal Communications staff to ensure high quality, accurate, and creative communication occurs regularly to keep employees informed. In partnership with OCLC leadership, oversees programs and activities related to Diversity and Inclusion efforts for the organization, ensures that affirmative action plans and measures are in place, and that employees receive on-going diversity and inclusion awareness and learning opportunities. Incumbent is responsible for establishing and tracking Diversity and Inclusion measures related to MIP and Affirmative Action. Supports employee engagement activities in partnership with the HR and Marketing teams to provide activities that encourage and reward employees, and to provide a social setting for collaboration and team spirit. Partners strategically with business leaders across the enterprise to accurately assess and plan business and talent priorities. Designs high potential talent development and retention strategies including counseling, coaching, development, and mentoring, and targeted training opportunities for emerging leaders to ensure that top talent is engaged and ready to meet current and future business needs. Builds strong relationships with senior leadership team; aids in executive development including executive coaching and mentoring programs. Working with a cross functional team of internal subject matter experts, develops a plan for forecasting future staffing needs by translating business and functional requirements into multi-year talent acquisition and retention plans. Takes a leadership role along with the HR VP to establish the annual HR strategy and supporting plans to ensure goals are met. Works with HR Business Partners and HR Information Systems in the development and tracking of HR metrics for enterprise leadership. Provides oversight of the HR division meeting cadence, reporting and communication efforts. Manages HR budgets for all talent management related activities. Establishes annual budget, tracks expenditures, approves invoices, flags issues, and maintains open communication with financial partners.

Requirements:

Bachelor’s degree in Human Resources Management, Organization Development or related field. Seasoned professional who has extensive experience in a wide range of HR functions. Demonstrated experience in successfully leading teams. Decisive leader who can weigh alternatives, gather input, and provide direction with confidence. Direct experience leading Talent Management teams including talent acquisition, development and learning, and employee relations. Proven experience with handling sensitive employee relations issues. 5 to 10 years’ experience leading training initiatives including the design, delivery and evaluation of training/development programs. Experience with Talent Management and Leadership development including succession planning, coaching, and mentoring. Ability to build and leverage effective partnerships with Senior Business leaders across a global organization. Skilled in building strong external partnerships that provide needed resources and skills to advance HR strategies and activities. Excellent interpersonal skills including group facilitation and presentation skills; strong customer service orientation. Proficiency in Microsoft Office suite of products, familiarity and experience in Workday highly desirable

Desired but not Required:

Advanced Degree in Human Resources, Management, or related field. Certification in facilitation skills Certification in the use of development-related instruments (i.e. Birkman, Myers Briggs, etc.). PHR, SPHR, GPHR Experience working in a global organization with responsibilities outside of the U.S.

Working Conditions:  Normal office environment.

ADA/EAA:  The above statements cover what are generally believed to be principal and essential functions of this job. Specific circumstances may allow or require some people assigned to the job to perform a somewhat different combination of duties.

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