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Director, Talent Management

JDRF


Location:
New York, New York 10004
Date:
04/20/2017
Job Type:
Employee
Job Status:
Full Time
Categories:
  • Training/Development
  • Other
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Job Details

JDRF is the leading global organization focused on type 1 diabetes (T1D) research. JDRF’s goal is to progressively remove the impact of T1D from people’s lives until we achieve a world without T1D. JDRF collaborates with a wide spectrum of partners and is the only organization with the scientific resources, policy influence and a working plan to bring life-changing therapies from the lab to the community. As the largest charitable supporter of T1D research, JDRF has invested nearly $2B in research over the past 45 years and is sponsoring scientific research in 17 countries worldwide. For more information, please visit www.jdrf.org   

Description:

 

The Director of Talent Manager reports to the AVP of Human Capital and is responsible for developing practical talent solutions and implementing them in collaboration with the People partners and the business. This position is a hands-on working director role with responsibility of leading the Talent team in building and evolving the function and its services.

 

•Work closely with all functions within JDRF’s people team to form a seamless and successful integration of appropriate, high quality, consistent and cost-leveraged Talent Management solutions that align with the business needs and JDRF’s human capital strategy

 

•Manage the end-to-end process of JDRF’s Employee Engagement model to include analysis, results reporting, next step business unit action planning, and coordinating and monitoring follow-up activities across the organization

 

•Perform analysis on a variety of human capital metrics and KPIs in order to provide the organization with an ongoing talent scan that consists of current state statistics and future trends and projections

 

•Create processes and solutions that support the culture evolve from a performance appraisal based culture to a continuous-coaching-and-feedback performance model

 

•Partner across business units and leadership teams to define job architectures and career growth pathways, and implement solutions to integrate development action planning and building bench strength for key roles into the performance model

 

•Work with the Chief People Officer, the Executive Leadership Team, and People Managers across the organization to establish and embed the principles and overall approach to talent reviews, succession and strategic workforce planning.

 

•Develop and manage a best-in-class leadership competency model for JDRF, with a focus on incorporating established non-profit and development competencies

 

•Conduct regular after-action reviews on solutions implemented, to ensure fit for purpose has been achieved and consistency and quality are being delivered. Gain feedback, track themes and make changes as needed

 

•Partner on other human resource initiatives as needed by bringing thought leadership to drive results aligned with enterprise strategy


Requirements

•Strong track record of applying a systematic approach to the implementation of talent solutions that require balancing competing priorities, resource constraints and anticipated business changes and needs

Highly developed leadership skills, advanced consulting skills and superior ability to build relationships, influence and gain commitment of internal business partners and key stakeholders at a variety of levels

•Thorough knowledge and experience with systematic assessment, development, competency modeling, evaluation theory and processes, and best practice talent methodologies and technologies

Strong track record of delivering complex, multi-disciplined, change programs including culture change and team effectiveness

•Hands-on experience and expertise with formal change management, performance management, career management tools, employee engagement surveys, high performance team development, talent assessment instruments, and development plan work

Highly collaborative, with ability to work in partnership with the entire HR community

•Proven experience in the project management of multiple projects simultaneously and implementation of large scale initiatives with scalability requirements

Industry-specific acumen and an understanding of talent trends across non-profit sector

Superior communicator; ability to get things done within a highly matrixed organization

•Conducting group facilitation as requested by the business

Bachelor’s degree required with 10+ years in Talent Development, Organizational Effectiveness or similar roles

Business acumen and an understanding of talent trends across global markets

Strong self-management skills, with a high level of energy, flexibility and resiliency

Responsive, able to course-correct and adjust to changing circumstances and client needs

Effective external relationship building with peers, vendors and consultants

Ability to build relationships at all levels within the organization

•Ability to travel approximately up to 10-20% within the country, as needed

•Master’s Degree in related field a plus

•Strong organizational skills and a high attention to detail

•Demonstrated alignment with JDRF’s principal values – passionate, innovate, collaborate, respectful, trustworthy, appreciative and results-oriented

•Excellent written and verbal communication skills; good facilitation skills;

•Ability to synthesize and analyze data and present in a cohesive, concise manner

•Proficiency of MS Office suite, project planners and desktop publishing applications

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