As passionate about our people as we are about our mission.

What We’re All About:

Q2 is proud of delivering our mobile banking platform and technology solutions, globally, to more than 22 million end users across our 1,300 financial institutions and fintech clients.  At Q2, our mission is simple: Build strong, diverse communities by strengthening their financial institutions. We accomplish that by investing in the communities where both our customers and employees serve and live.

What Makes Q2 Special?

Being as passionate about our people as we are about our mission. We celebrate our employees in many ways, including our “Circle of Awesomeness” award ceremony and day of employee celebration among others! We invest in the growth and development of our team members through ongoing learning opportunities, mentorship programs, internal mobility, and meaningful leadership relationships. We also know that nothing builds trust and collaboration like having fun. We hold an annual Dodgeball for Charity event at our Q2 Stadium in Austin, inviting other local companies to play, and community organizations we support to raise money and awareness together.

If you are looking for a critical, strategic role driving talent management initiatives for a fast-growing company in the Fintech space, Q2 has a great opportunity for you! 

As a member of the Talent Management & Development team, the Sr. Talent Management Specialist will have the responsibility to ready our Q2 population for new skills and experiences aligning with the company’s strategic goals and will help the company position our employees for growth by identifying skills as they exist now as well as any existing gaps.

This position will require direct contact with our most senior leadership team and strong connections within the People organization. He/she will manage global talent management efforts, resulting in data-driven measurements of events, programs and actions in order to iterate and improve results on an ongoing basis. Understanding our company’s strategy and aligning our talent management goals to that strategy are keys to success here. Acting as the talent management strategic advisor will include providing an independent, strategic view on growth, organizational design, team effectiveness programs and succession planning.

As part of Q2’s People organization, the Talent Management & Development team is instrumental in the future success of our 2500+ employees across the globe.  We need your energy, enthusiasm, talent and drive to deliver in spite of obstacles to strengthen our people, our company and the communities in which we serve.

RESPONSIBILITIES:

• Lead and direct performance management programs, including goal setting, feedback/coaching conversations, continuous feedback approach, and succession planning.
• Assess employees’ skills and knowledge base to help identify training needs and gaps within the current workforce. Design approaches to address needs, including collaboration across the L&D function to utilize all resources required to meet most urgent needs. Manage a project roadmap with the development of curricula, launch of tools and programs to support the development needs aligned with our strategic initiatives. Leverage use of innovative learning approaches, including micro-learning and mobile learning to increase understanding and adoption of learning concepts
• Design and implement (in partnership with L&D and TA) talent plans, including training and hiring plans, to address skills requirements, gaps and changes needed to continue to grow and scale the business across a global landscape. Effectively manage project roadmaps across multiple groups and needs with planning, in partnership with other stakeholders to ensure tools and programs are on schedule and implemented to deliver desired outcomes.
• Develop and implement an overall strategic workforce planning roadmap that aligns industry best practices with current talent position, partnering closely with HRIS to configure new WD Talent Management tool and leading the design of its utilization across HR and the business to achieve desired results
• Partner closely with the L&D specialists to ensure training framework is maximized and curriculum roadmaps align to motivate and engage employees improving, expanding their skills
• Manage and measure work through identification of objectives/goals and business outcomes, clear measurement models and closed loop feedback process driving continuous improvement.
• Partner with HRIS and Talent Analytics to collect, coordinate and aggregate data for talent pools, results and changes. Translate data into insights through data analysis in order to create and drive action plans at appropriate levels
• Serve