Executive Talent Management Strategist
| Company | Workday |
|---|---|
| Location | Pleasanton, CA, USA, Chicago, IL, USA, Atlanta, GA, USA |
| Salary | $161600 – $242400 |
| Type | Full-Time |
| Degrees | |
| Experience Level | Expert or higher |
Requirements
- 10+ years experience in the application of strategic talent management aligned to achieving business outcomes.
- Experience in a line of business HR role (strategic HRBP), management consulting or chief of staff preferred.
- Proven track record of designing and implementing successful companywide/global succession and development programs.
- Possess a deep technical experience with Talent and Succession modules of Workday.
- Strong analytical skills and the ability to interpret complex data to inform decision-making.
- Excellent written and verbal communication skills, with the ability to engage and influence at all levels of the organization, including the C-Suite.
- Exhibits self-awareness, resilience, and agility. Has strong consultancy skills; able to manage multiple projects prioritizing and acting with a sense of urgency.
Responsibilities
- Create and implement an overarching strategy and detailed roadmap, with a focus on key activities and investments that will drive business outcomes.
- Understand the business needs and challenges of the organization and can translate them into talent management strategies that drive business outcomes.
- Deliver the Executive Talent Strategy and C-Suite Talent Reviews in partnership and close collaboration with the People Business Partners.
- Be a collaborative leader who understands how to achieve buy-in from diverse constituencies across a matrixed organization.
- Learning agility to deep-dive into Workday product capabilities, understanding how to translate talent practices into technical specifications.
- SME in Succession Planning, Skills Assessment, Executive Performance Frameworks, Program Design and Implementation, Talent Segmentation and Differentiation.
- Understand Executive capabilities, assess future needs, propose, develop and run/implement programs to fill the gaps.
- Use a data-drive approach to identify focus areas. Have needle-moving measurement at the forefront of program design.
- Ability to craft messaging and frame complex concepts for an executive audience; high presentation quality, strong facilitator with excellent verbal and written communication skills.
Preferred Qualifications
- Experience in a line of business HR role (strategic HRBP), management consulting or chief of staff preferred.