Talent Management & Engagement Leader - The Toro Company

Who Are We?     

The Toro Company is a homegrown, Minnesota-based company that has been in business since 1914. We pride ourselves on providing world-class equipment to help maintain the environment that we love, while putting an emphasis on giving back to the communities that surround us. From residential lawns and gardens, to venues such as St Andrews Links and Target Field, we are a company with a global footprint and a passion for helping people beautify whatever landscape they may be in. With 100 years of operation under our belt and an average employee tenure of 15 years, come find out what makes The Toro Company the best place in the Twin Cities to build a career. 

The Sr. Manager of Talent Management is responsible for developing, maintaining, and driving strategic programs and processes across the Toro Company (TTC) that shape employee culture and engagement, optimize talent processes, and mobilize and accelerate change initiatives. Owns the design and execution of practices related to the assessment, identification, development, and movement of internal talent across the business. Collaborates with human resources (HR) and business leaders on maximizing organization-wide talent and engagement programs, systems, and tools. Leads a team responsible for enhancing and deploying talent processes across the company.  

What Will You Do?  

In order to grow and build a successful career with The Toro Company, you will be responsible for:  ​​​​

Strong Talent & Teams

• Own, enhance, and deploy talent processes inclusive of talent review, talent planning, succession planning, goal setting, performance management, development, and career planning for office and production employees focusing on driving tangible impact and outcomes.
• Under the guidance of the managing director of talent and diversity, equity, and inclusion (DEI), take on a primary role in the advancement and adoption of enterprise human resources priorities as related to the talent management function, including ensuring we develop teams and talent to deliver on the ambitions of the company, foster an engaging workplace, and create a best-in-class experience for our people.
• Leverage the enhanced capabilities of the human capital management system (Workday) to advance and accelerate the application of talent practices; develop strong systems capability; utilize data to drive results.
• Partner with the managing director of talent and DEI and with the talent analyst to develop analytics that will enable data driven talent insights which can be used to inform strategic decision making – incorporate practices with operational rigor and on a recurring basis.
• Support business strategy and objectives and enable a talent return on investment through consultation with HR and business leaders to understand talent needs, develop plans/processes to resolve business and/or organizational challenges, and to construct talent solutions aligned to strategy.
• In partnership with the learning team, design and facilitate organization-wide learning around topics inclusive but not limited to talent process execution and effectiveness.

Company Culture & Engagement

• Continually build and leverage TTC employee engagement and lifecycle listening processes to guide organization actions, providing insights and improvement plans for leader and organizational performance.
• Lead with a global and inclusive mindset to shape people practices that support a diverse workforce.

Practice Area and Team Leadership

• Network with external peers, consultants and industry experts to enable benchmarking and staying current on talent trends; recommend best fitting solutions and resources for the enterprise.
• Effectively lead and manage the talent management and development team, ensuring clear understanding and achievement of goals; grow and develop the team for long-term success with the Company.
• Manage the relationships and work of outside consultants when used.
• Own program and project management of key recurring and non-recurring talent initiatives.
• Identify and drive strategic opportunities for self and for their team to partner with talent acquisition, DEI, and learning functions to solve for business needs.
• Upon request, may coach individuals providing assessments, conducting difficult/high-impact one-on-one conversations that will influence behavioral outcomes; or matching outside coaches as appropriate.
• May provide strategic guidance on people and organizational change issues.

What Do You Need?  

To be considered for this role, an individual should meet the following minimal requirements:  

Basic Qualifications:

• Requires Bachelors degree in a related field
• 8 or more years of experience in Talent Managem