Director, Talent Management
*Position to be located within a jurisdiction (country or US State) where WVI is registered to operate.
PURPOSE OF POSITION:
The Director, Talent Management, is responsible for creating, leading and delivering an integrated global talent management strategy supporting Our Promise 2030 ‘people’ requirements focusing on both the organisational needs, and the individual perspectives. A key part of this role is understanding external trends, current internal workforce capabilities and delivering talent management models and ‘people’ pipelines for the implementation waves of, and enabling, strategic connections between Our Promise 2030 initiatives (i.e. 1-3 years, 5-10 years and Fragile and Transitioning Economies), workforce planning, and organisational design. This will ensure that executive/senior leadership positions (top 100) are defined and this group of global individuals are identified, assessed, developed and monitored for placement into key leadership roles driving maximum talent effectiveness and efficiencies, as well as building the organization and its sustainability.
Another important aspect of this role, is actively provide coaching, education and supporting leaders in owning their talent management activities including talent-related risk; driving the integrated talent management cycle; creating leadership career case management – one on one coaching and tracking of identified leaders ensuring they are on the right on-track. This position will lead the new Talent and Succession Forum.
Leads the global integrated talent management strategy including succession planning process across the partnership:
Responsible for delivering ‘best in class’ new integrated talent management strategy, working plans and practices across the Partnership. Works closely with Executive/Senior Leaders and P&C leaders to ensure implementation, monitoring, evaluation and reporting on the strategy through the following:
Fulfills WVI Board requirements for integrated Partnership Talent Management Strategy including Succession Planning for the ‘top 100’ by end FY 19 – delivery and presentation to International President/CEO and WVI Board and prepares executive and Board reporting and materials as needed.
Creates the ‘talent story’ through interpreting external trends (looking at the future), understanding current workforce analysis and interpreting/sharing this data to build out future pipelines for leadership positions that other departments need to deliver on (i.e. sourcing and recruiting, leadership development and capacity building).
Develops leadership talent career management strategies, approaches, products and standards for grade level 18 and above that can be utilized across the Partnership. This includes but not limited to: effective creating, influencing, engaging, monitoring with and reporting on career development activities, career conversations and updating the system on a regular basis (time frame to be confirmed). Meeting with key identified leaders to find out their interests, aspirations, mobility, development activities, strengths and gaps.
Effectively engages and influences senior leaders to facilitate staff movement/development and talent identification conversation for leadership roles.
Creates new pools of leadership talent from a Partnership approach by identifying and determining ‘next level or generation’ leaders specifically aligned to and support of OP2030 – including new pools for Fragile, Transitioning Economies and marketing for GRD/SOs.
Ensures that tools, practices, and the work across the Integrated Talent Management portfolio is aligned, coordinated and happening – leveraging connections across Leadership Recruitment, Leadership Development, Performance Management and Organization Development.
In collaboration with Sr Advisor People & Org Development, co-ordinates the organization’s annual talent review process providing guidance to P&C BPs, Boards and others who work with line leaders to submit appropriate and timely Succession Plans annually.
Creates a job matrix/’career path’ for key leadership positions in order to clearly identify feeder positions. This includes job competencies, mindsets and behaviors supporting Our Promise 2030 and based on validated talent data.
In collaboration with LED portfolio, establish high profile talent identification, assessment and development using learning agility assessments, CEB HiPo proposals, etc.
Inputs and uses the new Our People Succession Planning tools to allow for optimal talent analytics, planning and review.
Identifies new talent approaches and continual improvement in quality of information on ‘talent/people’ for the Partnership.
Leadership Career Coaching:
Provides leadership coaching and individually focused development support to selected leaders either as part of prgramme development (i.e. SLDP, Leaders Forum) or as part of talent career management.
Implements robust, timely and on-going conversations with line leaders in supporting and ‘owning’ their various leaders talent activities and development. Sharing of information about how and where their talent is showing up in other places (i.e. through recruitment, participation in internal meetings, talent lists SLDP, GLO) and supporting them to have meaningful career conversations with their staff – ensure understanding that they have responsibility for their people.
Support P&C and line leaders to engage and understand coaching as a development tool.
Talent and Succession Forum:
Leads the Talent and Succession forum. This forum will ensure deeper, broader and more integrated approach to leadership talent identification and sharing, (i.e. talent spotting, mapping and talent exchanges – after each GLO, SLDP exchange of insights and data on talent), understanding partnership trends, proactively recommending talent for open positions and career planning/discussions across the partnership. Initially launched for the SMT level roles, and then identifying and moving into ‘next generation’ leaders for long term organization sustainability (time frame to be agreed upon).
Monitors talent (GL 18+) to build out talent awareness, profiles/plans and recommendation for next development steps (part of talent career management).
Drives talent exchanges and data sharing with P&C BPs in the GC, Support and Regional offices to open up talent conversations and break down silos – encouraging a ‘one partnership’ approach to leadership talent management.
Participate in various P&C cross functional projects as needed
KNOWLEDGE, SKILLS & ABILITIES:
Master’s Degree in one of the following; Business Management, Education/Professional Education and Training; HR/Human Resource Development; Organizational Development.
Critical need for influencing skills working with executive and senior executives – exhibit proven experience and success in this area.
Understanding of World Vision’s ministry, National and Support offices focusing on key people/business integration and intersection points.
Successful ability to work through and in ambiguous and continuously changing environments.
Highly results oriented in strategy delivery.
Demonstrated expertise in building and maintaining strong, productive and mutually beneficial professional networks.
Deep understanding of organizational infrastructure, P&C strategic direction, People and OD practice challenges, trends and best practice within this industry and professional services type organizations.
Clear understanding of integrated talent management, succession planning and coaching skills with evidence of effective application across international contexts and cultures.
Exceptionally strong interpersonal, influencing and communication skills, especially with credibility at senior executive levels (C-suite), and capacity to adapt effectively across WV’s different operating units.
Excellent written and verbal communication skills in English, both oral and written, and ability to convey information effectively, write persuasively in a variety of styles for a variety of audiences, and communicate cross-culturally and within inter-faith settings.
Able to develop and maintain professional relationships (internally and externally) at leadership levels.
Minimum 10 years’+ experience providing consulting or coaching to senior leaders senior business partnering (eg Regional P&C level), with significant experience in roles with a global remit.
Broad HR experience to be able to make linkages between talent and succession planning and broader people and culture agenda.
Highly developed commercial and/or business analysis skills – ability to create ‘meaningful stories’ from various data points for decision making purposes.
Strong gravitas and influence of senior leaders and executives.
Must understand the NGO context and the skills and experiences beyond the P&C remit for talent to achieve their potential within WV.
Strong project management capabilities. Proven collaborator, coupled with experience in indirect leadership of teams and virtual teams to achieve strategic agenda.
Demonstrated ability to communicate and influence effectively across cultures and all levels of the organization.
Deep understanding and expertise in adult learning and development and organizational application of learning.
Strong understanding of organizational politics and the demonstrated ability to navigate successfully within the same.
Highly developed consultancy and influence skills.
Membership of appropriate professional organization (HR, Org psych, Change, OD).
Excellent written and verbal communication in English (additional languages desirable) including Board paper writing and presenting to senior leaders.
Humility to be led by others, strength and confidence to provide strong leadership when required; wisdom to recognize when each is needed and the ability to help others do the same.
Demonstrated experience working with a Board on talent activities.
Proven track record of designing & delivering HR solutions for a global audience.
Strong business acumen and negotiation skills.
Consulting skills, client relationship skills, customer service orientation and ministry mindset.
Clear and positive Christian faith commitment and capacity to provide leadership and guidance in this area, and to ensure WV’s Christian Identity is woven into the work delivered.
Gravitas and influencing skills.
Willingness, capability and flexibility to travel internationally to address key client needs.
Ability to work effectively as part of a globally dispersed virtual team.
Other operating languages will be a bonus e.g. French or Spanish.
The position requires ability and willingness to travel domestically and internationally up to 30% of the time with period of peak travel to align to organizational needs
Capacity to work virtually requiring flexibility in working hours over the range of WV time zones.