Senior Director, Talent & Development Strategy & Portfolio Management

Location(s):

United States of America

City/Cities:

Atlanta

Travel Required:

Relocation Provided:

Job Posting End Date:

April 19, 2024

Shift:

Job Description Summary:

Senior Director, Talent & Development Strategy & Portfolio Management

Based in: Atlanta, GA

Position Overview:

The Global Talent & Development (T&D) team is looking for a highly motivated person to help us deliver flawlessly against our ambitious strategy. We have an exciting vision and are poised to deliver some of our most ambitious projects this year and in the next few years. We have made great strides to get organized over the past few years, but there is more work to be done. We are at an important inflection point, where our environment is continuously evolving and complex, but we must continue raising the bar. This is where you come in! We are looking for a self-starter, strategic thinker, and effective problem solver to help us deliver our most impactful work across the organization. If you thrive in a high-impact, fast-paced, and energetic environment – look no further - this is the role for you!

Key responsibilities of the role:

Strategic Vision and Business Planning:

• Provide vision and clarity on the global talent and development strategy - update the strategic vision and long-range plan in 2024 and socialize with key stakeholders.
• Lead the Annual Business Planning process for T&D, coordinating across the COE, people Services, and OU teams. Find ways to enhance and streamline the process for the T&D Leadership Team.
• Develop frameworks that ensure strategic alignment and efficient prioritization within talent and development initiatives.
• Stay connected across the network team and the external environment to continuously evaluate and inform our global strategy and to shift priorities as needed.

Budget Management and Resource Optimization:

• Manage the Center T&D budget in close coordination with Finance and HR PMO, aligning financial resources with strategic initiatives.
• Ensure alignment and visibility on annual budget requirements and estimations for People Services, OUs, and Functions.
• Align on people resourcing needs across T&D, connecting the dots across the networked team to ensure resource allocation to the right projects, at the right time.
• Improve resourcing and capacity tracking processes to surface risks earlier and to enhance the planning process - ultimately fostering greater wellbeing for the team.
• Define and refine success metrics and 2024 OKRs for the talent and development strategy, deploying real-time tracking for actionable insights.

Operational Excellence and Enhanced Collaboration:

• Facilitate and lead key meetings and ensure agendas are focused on the right topics (e.g., T&D LT meetings, CoE/PS Design-strategy meetings, as well as gate routines).
• Continuously improve existing routines and processes to drive more impactful results and outcomes. Help operationalize best practices and provide supporting resources and materials where needed.
• Support and run retrospectives across the team to codify lessons learned or operationalize a new process or best practice.
• Serve as a connector and mediator across networked teams to facilitate problem-solving, effective collaboration, and alignment.
• Stay connected to the pulse of the team to proactively identify and address challenges, serving as a trusted partner within the T&D leadership team and bringing together the right people, in the right forums to problem solve and reduce risks.
• Elevate important issues to the SVP of Global Talent, Development and HR System Partnerships to ensure awareness or intervention, as needed.
• Provide hands-on support for priority projects when additional attention and care may be needed to overcome a challenge or to accelerate the speed of delivery.

HR Function Collaboration and Relationship Management:

• Collaborate with the HR PMO, including PMO leads from OUs, People Services, and other COEs to drive global alignment and enhance PMO practices.
• Act as the primary contact and representative for the T&D within the HR Function, ensuring clear communication and HR buy-in for strategic initiatives, as well as content development for items such as all-hands meetings, stewardship reports, and ABP.
• Coordinate with the HRLT and the EA to the Chief People and Culture Officer to ensure visibility and feedback loops for T&D priorities throughout the year.

Ad-Hoc Support and Special Projects:

• Lead and support special projects as they arise (e.g., organizational design, speaking engagements, culture and engagement