Overview Key role within the global HR Leadership team, the Global HR Talent & Performance Lead mission is to establish and drive the Talent, Performance and Learning agenda for the Carrier Commercial Refrigeration (CCR) organization.
In close alignment with the strategic growth objectives of the business, the role holder works to influence executive leadership on the development, implementation and alignment of talent management processes and sourcing policies/practices.
Responsible for the strategy, design, and implementation of talent and organizational effectiveness strategies including talent reviews, succession planning, performance management, leadership, management and overall employee development, as well as employee engagement. The function holds a dotted line to Talent Acquisition, as to ensure alignment with the overall Talent strategy of CCR.
This position acts as a global 'center of excellence' and partners with Executives, HR BPs, leaders, and Talent Aquisition. The position is instrumental in driving the efficiency, effectiveness, and performance of teams. It will leverage various methodologies and tools to assess the organization's current state, identify areas for improvement, and create and execute action plans to continuously improve the leadership talent pipeline with a focus on diversity and drive organizational change. Overall, this leader plays a critical role in shaping the future of the organization by driving continuous improvement, fostering a positive work environment, and developing effective leaders and high-performing teams.
Responsibilities Strategy Development: Collaborating with senior leadership to define the organization's strategic objectives and goals for Talent development and Performance management. Developing strategies to build organizational capability, enhance employee engagement, and foster a culture of continuous improvement; Talent Management: Implementing strategies to develop top talent within the organization. Align with talent needs to understand current and future gaps, bench strength, and workforce planning needs. Lead the global talent review and succession planning process, including the identification and development of high potential talent. Manage leadership pipeline to grow strong and diverse leaders at every leadership level. Create succession plans, including success profiles, for key roles and key leadership positions D&I & Employee Engagement: Organizational Assessment: Conducting comprehensive assessments of the organization's culture; engagement and performance to identify gaps and areas for improvement. Utilizing various diagnostic tools, KPIs, surveys, and data analysis techniques to gather relevant information. Diversity & Inclusion advocate, helping the organization measure and define comprehensive goals, in alignment with business goals; Culture Transformation: Driving cultural change initiatives to align the organization's values and behaviors with its strategic objectives. Fostering a positive and inclusive work environment that encourages diversity, innovation, collaboration, and employee engagement. Advancing our culture of belonging by designing and implementing various solutions related to D&I. This may include leadership of Employee Resource Groups, and various educational programs. Determines engagement tools, processes, and follow-up tactics. Develops, implements, and maintains policies to engage, retain, and promote a fair and equitable workplace. Executive and Leadership Development: Designing and establishing leadership development framework including principles, practices, and tools/solutions (assessments, coaching, mentoring, formal education programs, etc.) to support leadership development, professional development to support a strong leadership pipeline and enhance capabilities and skills of leaders; Focus on high-potential development. Providing coaching and feedback to senior management and executives to help them effectively lead change and achieve organizational goals. Leveraging the HR Leadership community to foster and engage high-potential development; Performance Management: Foster a culture of accountability and results orientation, advising on and implementing performance metrics and key performance indicators to measure and drive organizational and individual performance. Under the 3 pillars of HR – Hiring for Performance / Coaching for Performance / Paying for Performance, this is one of the key areas of the role; Performance Measurement and Analytics: Developing and implementing systems to track and measure the effectiveness of organizational development initiatives. Analyzing data to identify trends and areas for improvement; Training and Development: Assessing professional and leadership training needs and designing and delivering programs to enhance skills and knowledge. Identifying and utilizing external resources, such as training consultants and workshops, to supplement internal efforts. Design internal learning networks / hubs with a focus on knowledge sharing within the organization (e.g. short cross-functional learning programs such as 'finance for non-finance delivered by the specialized community etc). Qualifications Proven 10+ years experience in a senior HR/ Talent and Learning leadership role, in a complex global organization. HR all-rounder background would be a desirable plus; Expert-level understanding of all aspects of Talent, Leadership, Culture and Capability using strong data analytics skills to measure impact and continuously improve what we do; Previous experience dealing with high-level / executive stakeholders; Demonstrated track record of designing and delivering innovative learning solutions to a diverse audience on a global scale; Experience managing and developing high performing L+D teams would be a plus, role model desired organisational leadership behaviours; Excellent Project management skills with the ability to prioritise and execute multiple initiatives in a fast paced and changing environment; Exceptional stakeholder management and communication skills, with the ability to influence at all levels; Strong experience managing and implementing HR / Learning systems; Experience with engagement tools and driving connected improvement actions; A creative and forward thinking mind-set, with the ability to challenge the status quo and inspire change; A clear passion for learning, professional development and staying ahead of industry trends; Excellent communication and interpersonal skills topped by multi-lingual ability.
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