Vice President – Talent
| Company | Rockwell Automation |
|---|---|
| Location | Milwaukee, WI, USA |
| Salary | $Not Provided – $Not Provided |
| Type | Full-Time |
| Degrees | Bachelor’s |
| Experience Level | Senior, Expert or higher |
Requirements
- Bachelor’s Degree or equivalent relevant experience
- Legal authorization to work in the U.S. We will not sponsor individuals for employment visas, now or in the future, for this job opening.
- Occasional Travel up to 20%- both domestically and internationally.
Responsibilities
- Deliver expertise, consultation, and direction in all areas related to enterprise-wide talent.
- Partner with the CHRO, senior leadership, HR team and business leaders to align and implement talent programs and systems to support our goals.
- Lead an engaged, and high-touch team. Provide ongoing coaching and development opportunities for direct reports and members of their teams.
- Continue to encourage collaboration between Rockwell Automation’s COEs and HR Business Partners to ensure integration of efforts and shared sense of purpose and direction.
- Oversee the selection, delivery, and infusion of relevant technologies, systems, tools, and metrics related to the talent ecosystem and lifecycle.
- Partner with the CHRO and offer counsel and a strategic outlook for the business as it relates to enterprise talent and succession.
- Coach management to promote engagement down into their own organizations and team. Set standards for managers and hold enterprise leadership accountable for communication and understanding the ‘pulse’ of their people.
- Embed thoughtful assessment and rigorous benchmarking processes to identify high potentials and potential gaps in the talent supply (short- and long-term). Lead valuable ‘career pathing’ programs that link employees at all levels to greater engagement.
- Deliver expertise, consultation, and direction in learning and development, instructional design, learning technology, and performance support.
- Support business leaders across the enterprise to engage and retain great, diverse talent.
- Guide the team in developing new sourcing strategies, building talent pipelines, managing external partnerships (e.g., colleges, portals, and vendors), and expanding external employee branding efforts.
- Improve the design and adoption of the best recruiting practices at all levels.
- Develop recruitment metrics to track effectiveness of programs, sources, and technology to meet established goals. Track and use attraction and retention data for ongoing hiring process improvement.
- Promote transparency of skill-based requirements for career progression through the inventory and development of the main skills required to progress our strategic framework.
- Oversee the development and operation of our early careers programs including partnering on the Leadership Development Programs for each business.
- Using a data-driven approach, serve as a strategic partner to the HR and executive leadership to ensure the business has the right people in the right jobs at the right time.
- Develop a holistic employee listening strategy that is scalable and captures the full spectrum of the employee experience for continuous improvement and to strengthen our culture.
- Apply a data-driven and story-telling approach when analyzing large datasets, distilling insights and conveying findings. Leverage these insights to evolve and give direction for new talent and engagement strategies.
- Continue to connect performance management processes to align with company values, primary competencies, and plans. Refine our ability to measure talent data to track potential, gauge program effectiveness, and provide feedback for development.
- Identify gaps within and improvements for current technology, processes, analysis, and development systems while modernizing the HR organization.
- Develop change management tools and processes that encourage a sustainable and relevant approach to talent.
- Instill a culture of inclusion and belonging as employees onboard and enhance new hires time to productivity through a holistic onboarding approach.
Preferred Qualifications
- Minimum of 15+ years of human resource experience, with expertise in leadership and talent development
- Bachelor’s degree in HR Management, Organizational Development, or related program
- Experience and success evolving a talent strategy and culture
- Experience within leadership role during a time of change (i.e. growth, restructure, M&A)
- Demonstrated experience working in large, matrixed organizations
- Commercial and operational orientation – Display an understanding and curiosity for the front end of the business. Translate the strategic into tangible goals.