Effectively partner both internally, across Talent Management disciplines (Talent Acquisition, Performance Management, Executive Recruitment and On-boarding, and Learning and Executive Leadership), to advance processes as well as externally to enhance system capability.
Build & maintain relationships within the Talent Management Leadership team, key HR partners, to include HR Business Partners, Diversity and Inclusion, Compensation, HR Shared Services, OD and Change Management, Corporate Social Responsibility and Associate Communications, and corporate partners (e.g. Enterprise Project Management Office, Technology, Finance, Risk, etc.)
Collect, communicate and apply industry trends, best practices, legal developments, benchmark comparisons
Consult with Talent Management Leadership to ensure vendor SLA’s and compliance requirements are being met, while ensuring that resources and cost are being managed.
Responsible for working with key stakeholders and developing functional specifications for future enhancements, evaluating new technologies and tools, overseeing implementation of technology enhancements and ensuring an effective roll-out / change management to end users
Lead and/or monitor project management, to include the creation of training and project management system enhancements and implementations.
Manages all third party vendors including being the point of contact for potential outsourcing partners. Drives day-to day-accountability, becomes first line of escalation, ensures all deliverables are being met and partners are performing in accordance with MoAs, SOPs, etc. Defines and drives governance structure with partners.
Understand contract terms for each vendor and sets clear expectations on performance and holds vendors accountable for SLA/KPI metrics. Facilitates business reviews with partners and vendors.
Measures success and ROI of vendors, reports progress and proposes recommendations on a regular cadence. Uses vendor/partner performance data to make recommendations on current and future programs.
Leverage software (WorkDay) and ensure all TM disciplines are optimally utilizing the Workday software for Talent Management purposes.
Compliance and Regulation
Ensure standard regulatory processes are followed and efficient.
Establish and enforce fair, transparent and defensible processes and procedures consistent global employment law.
Utilize various metrics outcomes to identify opportunities and enhance the effectiveness of our strategies and collaboration with external partners.
Reporting and Analytics
Promote the continual development and analysis of data to identify key trends, vital metrics and measures, establish standards, contribute to objective setting, incentives recommendations and respond to audit findings, productivity and customer satisfaction. Utilize data to make fact-based, relevant decisions that drive Talent Management’s continual value to the firm.
Responsible for extensive analytics and reporting, including metrics, measures, standards, trends, labor markets, weekly/monthly/quarterly reports, and other analysis relevant to Talent Management functions
Regularly assess the effectiveness of Talent Management’s services and products and impact on business results
Maintain knowledge of progressive industry policies and practices. Review and analyze talent markets to maintain keen awareness of government regulations. Make effective policy recommendations as appropriate.
Apply creative and innovative thinking and design capability leading all proactive sourcing programs and practices including social, mobile, web, local (on-the-ground), and the development of long term relationships with relevant pools of talent.
Responsible for staying abreast of and evaluating new technologies to improve the Talent Management function.
Partner with internal TM and HR partners to strategize and execute on brand marketing initiatives.
TRP is seeking a Talent Management Operations leader with prior experiences that demonstrates expertise in leading both strategic and operational initiatives. The successful candidate must exhibit the ability to interact at executive levelsnd external stakeholders. She/he will have ten years progressive experience in designing, managing and leading proven operations of comparable scale and complexity. She/he will have demonstrated experience running operations at a global level. The ideal candidate will be adept at managing large scale change initiatives and working with multiple stakeholders within an organization to gain buy-in to drive change.
Bachelor’s degree is required; advance degree/MBA is a plus.
Black Belt, PMI certification a plus
Proven ability to achieve goals through influencing, partnering and developing productive relationships with senior leadership and line management
Prior management of talent management systems and processes a plus
Driving successful management of multiple projects simultaneously within tight timeframes
Experience with piloting new tools, channels of talent, and social media
Proven results from managing a strategic initiative from concept through delivery
Culturally aware/politically savvy. Ability to read the organization
Ability to work with broad range and level of employees
Ability to effectively communicate complex issues and data to key constituents and senior executives
Successful delivery of results within an environment of continual change and modification of priorities
Understanding and managing effectively the key cultural and business distinctions among customer bases
Ability to communicate effectively both orally and in writing
Strong interpersonal skills; ability to work in a team environment
Excellent customer service skills
Strong organizational skills; attention to detail
Awareness and working knowledge of navigating the legal and employment landscape of the various countries in relation to HR services
Knowledge of US Employment Law and Compliance considerations; high level understanding of global employment topics
Drive Results and Accountability –align talent strategies to drive business goals
Creates Value for Clients – client focus and ability to build trust and rapport across all levels
Think and Act Strategically – exhibit relentless pursuit for new and innovative talent strategies; ask probing questions; anticipate and address critical talent gaps and needs
Lead Change – build strong relationships at all levels across the organization
Founded in 1937, Baltimore-based T. Rowe Price Group, Inc. (www.troweprice.com) is a global investment management organization. The organization provides a broad array of mutual funds, subadvisory services, and separate account management for individual and institutional investors, retirement plans, and financial intermediaries. The company also offers sophisticated investment planning and guidanc...e tools. T. Rowe Price's disciplined, risk-aware investment approach focuses on diversification, style consistency, and fundamental research.