*****THIS POSITION IS NOT ELIGIBLE FOR VISA SPONSORSHIP*****

What You'll Do:

Reporting to the Chief Human Resources Officer, this position is responsible for the design, development and implementation of comprehensive talent management programs that align with OCC’s corporate goals and objectives, overall business strategy and vision enabling OCC to attract, motivate and retain top talent. This role is designed for a leader who balances enterprise-wide strategic vision with a willingness to roll up their sleeves and drive execution at a detailed, operational level. The Executive Director, Talent Management reports directly to the CHRO and is positioned as a key successor to this role; as such, this leader is expected to think broadly across the full human capital agenda, act proactively to anticipate organizational needs and continuously shape OCC’s people strategy.

Primary Duties and Responsibilities

To perform this job successfully, an individual must be able to perform each primary duty satisfactorily.

• In close partnership with the CHRO and OCC’s leaders, proactively lead the design, development and hands-on implementation of innovative human capital strategies and solutions spanning workforce planning, organizational design, goal setting, performance management, talent assessment, succession planning and colleague engagement; serves as a strategic thought partner to the CHRO while remaining deeply engaged in day-to-day execution to ensure quality outcomes.
• Partner closely with members of the Management Committee, functional heads, HR Leadership Team peers and HR Business Partners to diagnose talent issues and drive talent management strategies designed to maximize the organization’s human capital and drive a high-performance culture; proactively anticipate emerging talent needs and develop solutions before they become organizational risks.
• Own and drive the performance management strategy and associated processes for the organization, including goal setting, new hire reviews, mid-year reviews, year-end reviews and performance calibration sessions, to drive a high-performance organization, align with industry best practices and ensure consistency, rigor and a direct linkage between individual and team performance outcomes and rewards, promotions and development opportunities.
• Oversee the strategy and execution of the annual Talent Review and Succession Planning process for critical roles across the organization to align with industry best practices, ensure continuity in critical roles, foster the development of high-potential colleagues and ensure high performers are placed in roles which have the greatest impact on the organization.
• Partner with the HR Analytics team to design and execute the annual Colleague Engagement Survey; translate results into actionable organizational insights and drive the development and implementation of follow-on action plans in collaboration with Management Committee members and functional heads.
• Own and drive the strategy and execution of organizational design and workforce planning for the organization to ensure the organization is structured to support current and emerging business priorities.
• Manage and oversee highly complex colleague relations and performance management issues, including coaching, exit interviews and terminations. In partnership with Legal, conduct effective and thorough investigations of sensitive colleague issues and concerns as needed.
• Manage the Talent Management annual budget and develop policies and procedures aligned with OCC’s strategic direction and departmental needs. Oversee remediation efforts related to findings and observations in areas of responsibility. Ensure remediation addresses root cause, improves OCC’s residual risk and is completed in a timely manner.
• Perform special projects as required by the CHRO.

Supervisory Responsibilities

This role manages a team of five direct reports:

• 2 Seasoned HR Business Partners.
• 1 Lead Associate Principal — Colleague Relations.
• 2 Associate Principals.

Qualifications

The requirements listed are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary functions.

• [Required] Excellent leadership, teamwork and collaboration skills.
• [Required] Big picture thinker who combines strategic vision with a willingness to roll up their sleeves to drive execution; thinks broadly across the full human capital agenda, acts proactively to anticipate organizational needs and demonstrates the executive maturity to serve as a future successor to the CHRO.
• [Required] Strong bias for action, driven and results oriented with a strong focus on execution.