Vice President of Talent Management and Organizational ...

Reporting to the CHRO, the VP of Talent Management and Organizational Capability will be responsible for leading the strategies and overseeing various strategic talent and operational organization segments across the enterprise, specifically Talent Acquisition, Talent Management, Learning and Development, Performance Management, Culture, Engagement, Diversity, Equity, and Inclusion (DEI), and HR Communications and Change Management, including the supporting teams in these various organization groups.Accountabilities:Effectively design and execute on talent strategy, including performance and talent management; individual, team, and leadership development; total rewards; DEI, succession planning and readiness, among others, to address current and future business needsManage and lead a global team of Talent Acquisition and TalentOD individuals. Hire critical talent and make tough talent calls, when necessary, to achieve results.Manage the design and implementation of talent management tools, policies, process, and approachesOversee talent acquisition strategies (including the build of a global function) and approaches including global recruitment methodologies and onboarding programsResponsible for determining outsourcing strategies and unique sourcing approaches to meet business needsDesign effective onboarding and retention strategies for high performers, high potentials, and key contributorsLead effectiveness initiatives in strategy, organizational assessment, change management, team development, diversity and inclusion and employee engagement initiativesPrimary focal point for enterprise talent initiatives; provide input and a voice for the business; responsible for influencing and educating stakeholders at all levels from the Board and CEO to the local employee through meaningful, simple, thoughtful delivery of materialsSupport the talent decisions and integration involving international expansions and M&APartner with HR operations and business partners to design workflows and implement effective analytics and metrics to influence program direction and monitor business impact and effectivenessManage DEI databases, reporting, and metrics to understand returns on investments and progress to goalsInternal subject matter expert for talent management best practices as well as current trends and innovative new tools and methodsDevelop performance review methodologies to be applied consistently across the organization including building capability around calibration and differentiation in terms of performance and potentialDesign, develop, and guide the development of global job architecture work related to career ladder build outMaintain effective performance management programs inclusive of feedback from senior leaders regarding the process, approach, and expectations of what we are trying to achieve with the programBe able to prepare and present talent-related briefings for a variety of audiences throughout the employee and leader population as well as for the executive senior leaders and the Board of Directors when appropriateDirect the preparation of information requested or required for compliance with laws within areas of responsibility. Support compliance training initiatives.Identify leadership gaps to address training, learning, and education initiatives, and where required, be involved in the creation andor delivery of adult learningOwn the strategies tied to broader culture and engagement initiatives in partnership with senior leaders across the companyUtilize HR systems and technologies to effectively manage and analyze talent profiles and trendsLead a core pillar of our Sustainability Program focused on empowering our colleagues and communities. Responsible for leading directly and indirectly resources to mobilize plans and bring results to life for the program.Skills, competencies, and qualifications:Adept at balancing strategic vision and hands-on execution in a lean operating model, driving talent initiatives through clear planning, stakeholder engagement, and personal contribution where neededDemonstrated versatility in talent management approaches, adapting proven methodologies to align with the company's unique context, maturity level, and capabilitiesProven expertise in crafting high-impact executive communications: strategic messaging, visual presentation, and proactive information gathering for C-suite and Board audiences, explaining the vision of the Human Capital Strategy and how Investing in Talent brings the strategy to lifeDriving business-aligned talent strategies by rapidly assimilating company operations, cultivating strong leadership relationships, and nimbly adapting to internal and external shifts to support organizational growthDemonstrated ability to translate complex and global business strategies into critical talent & organization effectiveness strategies and initiatives, processes, programs, and presentationsAbility to innovate and challenge current norms to drive change in the organization and work successfully with people of varying backgrounds and organizational levelsAbility to operate seamlessly and independently in a growth, "˜build mode', fast paced environment. Ability to ask the right questions to put recommendations into action quickly.Deep understanding and delivery of adult learning techniquesAbility to build organization design as a capability within the companyAbility to apply change management principles and practices to projects and stakeholder engagement, enabling a change management foundation and capability within the companyAbility to communicate vision, solve problems, and execute on goals both in the short, medium, and long termHighly flexible and adaptable to changing structures and prioritiesAbility to set and manage expectations across multiple stakeholders both inside and outside the HR organizationAbility to use analytics and data to support organizational changes and deliver comprehensive metrics to the business in understandable formatsAbility to multitask, probe, analyze, and problem-solve complex issues with minimal guidance. Critical skill thinking capability with a lens on solving problems.Ability to act with a Project Management mindset and disciplined approach to lead others through the phases and deliverables of work and drive high levels of accountability and outcomesKnowledge of talent-related employment law, compensation tools, programs and practicesCustomer service focused and ability to travel for business needsProven experience with successful adherence to government complianceMinimum of a Bachelor's degree in HR or related field15+ years focused on talent management and organizational development, utilizing strengths in change management and project management, including experience with leading high-profile projects, excellent execution of strategies, process improvement, culture, system change, team development, meeting facilitation and design, and communications5+ years leading multi-functional talent and OD teams in the design, communication, and implementation of talent growth strategies, performance management, organizational change, and business transformationGlobal, matrix, and technical workforce experience highly preferredExperience leading multi-functional talent initiatives, programs, and organizational segments with direct experience with talent acquisition, talent management, culture, operations and HRISExperience with executive search and sourcing hard-to-fill rolesExperience with a variety of staffing models and approaches required including executive level hiring and with research-based recruitment approaches.Familiarity with building capability working in a hybrid, global modelHighly proficient in Microsoft office applications and current HR systems. Experience in transitioning HCM platforms and the build and design of talent systems preferred. Experience with Workday or similar HCM systems highly preferred.Mergers and acquisitions experienceQuaker Houghton is an equal opportunity employer committed to creating a diverse workforce. Quaker Houghton provides equal employment opportunity for all qualified candidates. Quaker Houghton does not discriminate against any candidate for employment based on race, color, religion, sex, gender, gender identity or expression, affectional or sexual orientation, pregnancy, age, creed, ancestry, national origin, citizenship, marital or domestic partnership or civil union status, veteran's status, physicalmental disability, genetic information, or any other category protected by U.S federal, state, andor local employment law. Furthermore, Quaker Houghton is committed to providing reasonable accommodations to qualified candidates with physical andor mental disabilities. Applicants with a disability who need assistance applying for a position may email .

Created: 2024-11-06