Director – Talent Partner – Banana Republic

Director – Talent Partner – Banana Republic

Requirements

• Proactive and adaptable professional partnering with client groups and the TM COE – sharing industry trends and best practices, incorporating new ideas and strategies, and representing the Voice of Customer to ensure TM tools/resources are useful for all Gap Inc. employees (i.e., HQ, Stores, CEC/CCC).
• Data-driven thinker who monitors talent metrics and KPIs to track the effectiveness of talent management initiatives and identify areas of improvement.
• Proven ability to translate innovative solutions for change management efforts into digestible tools and frameworks to enable leaders to successfully lead through organizational change.
• Ability to advise and partner across a broad group of senior leaders, partners, and stakeholders; skilled influencer who understands how to achieve buy-in without direct authority from leaders and teams across a matrixed organization.
• Champion consistency across all Brands / Corporate Functions in the talent development space to ensure an equitable employee experience.

Responsibilities

• Partner with HRBLs to define brand and corp. function talent strategies – identifying critical talent development.
• POC between HRBLs/HRBPs and Centers of Excellence (CoE) to provide insights and co-design talent development programs with CoE leads – interfaces with Talent Lifecycle Programs team for supporting resources and guidance on enterprise-wide, talent-related frameworks. NOTE: Adapts and activates frameworks within client group taking into consideration relevant budget and business function AOP.
• Plan and facilitate brand and corp. function talent reviews (using Gap Inc. talent tools/resources) aligned with the Gap Inc. talent calendar – outputs used for Senior Leadership Team (SLT) Talent Reviews – talent review outputs include annual succession and development planning, Hi Potential (HiPo) development, and top talent retention.
• Partners across TM CoE lead to understand the implementation schedule of talent lifecycle programs, employee training and leadership development programs, and HiPo development programs and communicate and prepare HRBLs and HRBPs for launches (in partnership with EExp).
• Facilitate T3 (as necessary) for HRBLs and HRBPs for implementation of talent lifecycle, team building, and/or change management programs.
• Partner with HRBLs to track progress against development (capabilities, performance, potential, leadership, and career development) plans, escalate risks, and adjust repeatedly to reduce talent gaps.
• Work with HRBLs and business leaders to ensure organization health and effectiveness (i.e., organization design, development, change adoption and sustainment, avoiding unplanned SG&A increases, etc., aligning to the guiding principles defined as part of the transformation efforts.
• Assess org structure and identify scenarios to improve ways of working effectiveness and talent development through org design changes.
• Design on-boarding plans in partnership with HRBPs for new and recently promoted senior leaders.
• Leverage talent data and insights to partner with HRBLs and Business Partners to implement decisions that increase Sense of Belonging for all Gap Inc. employees.

Preferred Qualifications

No preferred qualifications provided.