.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 Acquisition. 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
