Director of Talent Management

Primary Purpose

The Director of Talent Management will support the continued elevation of our employee experience, intentionally building a program that drives sustainable business value. People are our greatest asset and an innovative approach to talent management will help The Heritage Group (THG) and Heritage Interactive Services (HIS) attract, grow, and retain good, hardworking people and deliver key business results.

The Heritage Group and Heritage Interactive Services possess many components of a strong talent management program, and a fully developed and implemented program is needed to provide a full suite of talent management capabilities for people and leadership. The Director will be responsible for refining existing capabilities, identifying opportunities for growth and working with leadership to build a world-class talent management organization. Focus areas include, but are not limited to performance management, workforce planning, career development, talent acquisition, leadership development and championing the technology/data infrastructure to enable success. The Director will be data-driven, strategic and solutions-oriented; someone who can collaborate to drive business value leveraging our talent strategy, enterprise-wide programs, tools and processes.

This role will report to VP, Talent with a dotted-line reporting structure to Human Resources Business Partners for The Heritage Group and Heritage Interactive Services.

Essential Functions

• Serves as a trusted business partner and advisor to HRBP(s), VP, Talent and broad leadership team ensuring business goals are understood and core to all talent management work.
• Fosters deep partnership with HRBP(s) and team to understand needs and align with strategy.

• Objectively assess our talent management practices and calibrate with industry and academic best practices in alignment with our recently developed talent management framework. Work with stakeholders on the following:

• • Work with HIS and THG leadership to provide professional expertise and support in the design, development and implementation of a talent management framework to achieve business goals and results. Consistently measure ROI and report on progress/outcomes.
  • Collaborate across the business to develop a strategic organizational workforce plan to ensure that the talent needs of today are met and to predict and meet the talent needs of the future.
  • Manage an effective roll-out and execution of a refreshed performance management process/tools. Create an environment where there is a continuous process of setting objectives, assessing progress and providing coaching and feedback to ensure that staff is meeting their objectives and career goals and, as a result, the organization is accomplishing its goals.
  • Lead, improve and expand upon existing talent programs. Where gaps exist, work with the team to build talent pipelines internally and externally to ensure we have the right people in the right roles at the right time with the right capabilities to succeed. Think long-term and build strategic pipelines of diverse talent.
  • Champion an ongoing employee engagement processes to ensure a culture that enables staff to grow and thrive. Partner with business leaders and HRBPs to understand results and develop strategies/action plans to increase engagement and commitment to THG/HIS.
  • Work with leadership to implement career development plans for people to understand future career path options across THG companies and increase retention.

• Manage an internal and external talent assessment process to identify top talent, evaluate current staff for new roles, identify high leadership potential, compare talent within the organization and across benchmarks and understand talent strengths and gaps. Design inclusive talent strategies to attract, develop and retain a diverse and multi-generational workforce.

• • Implement a succession planning strategy in concert with business strategic planning through talent assessments and regular reports/calibrations.
• Consult with business leadership and HRBPs on leadership development and training needs. Work with the head of learning and development programs to ensure the right people across the organization have access to the right development opportunities to meet performance expectations.

• Develop and leverage a data-driven approach to evaluate existing performance and set priorities for the future. Develop and run a quarterly Talent scorecard for the business, translating this data into actionable insights.

• Consult with rewards and compensation team to ensure that talent management practices align with pay per performance and report outcomes to the HRBP/Business Leadership.

• Establish and implement common definitions and assessment mechanisms to measure the effectiveness of our talent management practices (i.e., KPI's, meetings with High Potentials, etc.)
• Advise HR leadership on organization design as needed.
• Support HRBP in acquisition-related work to ensure talent management systems are considered.
• Partner closely with holding-company The Heritage Group (THG) People + Culture team to ensure consistency and collaboration among the family of THG companies.

Travel:

Willingness to travel 20% of the time of which some may be overnight.

Knowledge and Abilities:

Deep knowledge of best-in-class Talent Management practices. Ability to work with and act in utmost confidentiality with sensitive leadership information, and to act ethically in all situations. Must be an agent for change that is able to think strategically with a high level of organization and attention to detail. Must have excellent verbal and written communication skills, with the ability to resolve interpersonal conflicts. Demonstrated ability to manage department finances. Additional abilities include:

• Collaborative leadership style with the ability to work and influence effectively in a team environment. Intellectually and emotionally strong enough to actively participate and offer critical review, yet modest and mature enough to recognize the need for partnership with the team
• Strong ability to demonstrate business acumen and an understanding of "value" to assist in analyzing business information
• Effective communicator, keenly skilled in questioning, challenging and inquiring with diplomacy
• Passion for people development, including frontline to executive leadership career development, and talent as a mechanism for business growth
• Strategic and creative, problem solver, ability to deal with ambiguity and uncertainty
• Change agent, results-driven and action-oriented
• Successful track record in project management leading cross-functional project teams, communicating the objective, timeline, deliverables, results, etc.
• Analytical and Six Sigma and/or Project management skills

Required Education and Experience:

Bachelor's degree in Business Administration, OD/Leadership, Human Resources or related field required with a minimum of 8 years of related experience or talent, employee relations, recruitment, or human resources. 2+ years of managing others preferred.

In lieu of degree, a minimum of 10 years of related experience or training in talent management practices and execution at multiple levels in an organization.

Proven track record of HR business partnering across a range of core HR disciplines (Talent Management, Learning & Development, Talent Acquisition, HR operations, total rewards, employee relations/labor relations, Change Management). Acquisition experience is a plus.

Work Environment

This role routinely uses standard office equipment such as computers, phones, photocopiers, and other office-related equipment. Willingness to work in an office setting or in a hybrid model.

Other Duties

Heritage believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this position description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent nor the company to just the work identified. It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors.

About The Heritage Group

Founded in 1930, The Heritage Group (THG) is a fourth-generation family-owned business managing a diverse portfolio of companies specializing in heavy construction and materials, environmental services, and specialty chemicals. Companies within the THG portfolio include Heritage Environmental Services, Heritage Construction + Materials, and Monument Chemical. With more than 5,000 employees and 30 operating companies worldwide, THG aims to build a safer, more enriching, and sustainable world by harnessing the power of family.

The Heritage Group welcomes the diverse backgrounds, experiences and perspectives of all to work together to accomplish our goals.

Current Openings for Director of Talent Management Jobs at The Heritage Group