Sr Director, Global Talent Management

Job Description:

At Enovis™ we pay attention to the details. We embrace collaboration with our partners and patients, and take pride in the pursuit of scientific excellence — with the goal of transforming medical technology as we know it.
Because that’s how we change the lives of patients for the better. And that’s how we create better together. Why work at Enovis? See for yourself. 
As a key member of the Global Talent & OD team you will play an integral part in helping Enovis drive the medical technology industry forward through transforming patient care and creating better patient outcomes.

Job Title:
Sr Director, Global Talent Management
Reports To:
VP, Talent & OD

Location:

Remote (Must Reside in Eastern U.S.)

Job Title/High-Level Position Summary: 
The Sr Director, Talent Management will be responsible for designing, implementing, and managing global talent and capability programs that enhance career growth, organizational effectiveness and development across the organization. This role will drive the development and execution of talent strategies and plans that align with business goals, including leadership assessment, capability programs, succession planning, performance management, employee engagement, and organizational effectiveness. They will partner closely with leaders, HR partners, and key stakeholders to engage and drive a high-performance culture that attracts, retains, and develops top talent.

Key Responsibilities: 

Talent Management 
•    Partner with VP Talent & OD, Talent Team and other key stakeholders to develop and deliver talent management strategy and plan that is focused on engaging, developing, and retaining top talent to achieve our strategic priorities. 
•    Perform in-depth analysis and reporting of internal talent trends, gaps and risks to facilitate talent planning to ensure the business acquires, retains, and develops the right people, at the right time, in the right role to match business needs to scale
•    Facilitate, train and develop leaders in talent process and succession planning through annual processes
•    Build key talent processes utilizing Workday and evaluate organization effectiveness with continuous improvement and OD mindset
•    Partner with key leaders and HR on organization design requirements

Onboarding
•    Develop, implement and manage an onboarding processes and program to ensure new hires integrate into the organization
•    Integrate cultural immersion, company, standard work procedures/processes, and skill guiding new hires through their initial 30/60/90 days 

Org Design & Development
•    Design and implement leadership and capability competency & capability models partnering with key stakeholders and COEs on needs analysis for organization gaps
•    Identify organization capability needs within the organization through data analysis and partnering with business leaders, HR and L&D 
•    Recommend, identify, develop and execute leadership development programs based on both the organization's and the individual's needs.
•    Explore opportunities to optimize the functionality HCM/LMS (Workday) by leveraging additional features such as groups, gamification, skill building and learning plans to enhance learner effectiveness and engagement.
•    Manage vendor relationships, including the selection, negotiation, and coordination with service providers to ensure high-quality, cost-effective solutions that meet organizational needs.

Performance Management
•    Lead implementation performance management process driving consistency across the business and emphasizing a culture of accountability
•    Manage annual process across business partnering with key stakeholders and COEs
•    Train & educate business on performance management approach, process and capability requirements

Succession planning
•    Partner with VP Talent & OD, design and execution of the corporate talent process and succession planning process to build a leadership pipeline, preparing the organization for growth and improving the depth and breadth of internal talent and skills across the company.
•    Drive development practices to accelerate successor readiness and retention including working on individual development plans, assessments, and career planning.
•    Prepare business reporting and presentations for C Suite and business leaders on talent landscape

Engagement
•    Design and execute programs to enhance employee engagement, including surveys, feedback mechanisms, and recognition programs.<