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Talent Manager, Services Job Details
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| Talent Manager, Services (Ref: E11HOMSPARRS021-HRL5) | |
| Sector, Sub Sector: | Other |
| Compliance Type: | Regulatory/Compliance |
| Expertise: | - |
| Company: | Deloitte |
| Location: | Dallas , Texas Americas, United States |
| Employment Type: | Permanent |
| Job Description: |
HR Direct Report: Mid America Regional Talent Leader for Services Primary Client: Line Partners, Business Leaders, senior managers, and managers in assigned area (or assigned population as appropriate) Level: CL 5 Mission: Under the direction of the Talent Leader and with the support of Talent Specialists and Administrators, the Talent Manager is responsible for delivering on key talent priorities within a region or service area of an FSS with emphasis on strategic deployment of managers and senior managers (or assigned population as appropriate) through a coaching and developmental lens. Key areas of focus for this role are assignment management, coaching and career development, performance management and development, global assignments and internal mobility. Will identify, integrate and deliver effective Talent Services such as employee relations, deployment, coaching, talent development and retention, change management, succession planning, policy administration and performance management. Responsibilities Learning & Development · Provide coaching to managers and senior managers or assigned population on integrating performance feedback with personal development plans, MCC Profiles, and promotion readiness. Counsel them to do the same with seniors and staff · Coach managers, senior managers and PPD's to provide project related development opportunities for seniors and staff throughout each project · As part of the coaching/career planning process, make appropriate linkages to Internal Mobility or Global Deployment opportunities · Make appropriate linkages for managers and senior managers to pro bono assignments, board participation and outside activities to address career progression and skill gaps if not provided the opportunities internally · As part of the coaching process, make appropriate linkages to mentors, networking contacts, and industry proficiency opportunities · Succession & Workforce Planning: Provide input into Manager promotion process/promotion readiness and Senior Manager on-deck process · Provide input to both long and short term workforce planning analysis for Senior Manager and below · Consideration given for succession planning and rotations on strategic clients · Connect with new hires to follow up on onboarding activities · Participate in onboarding process as Talent Manager · Manage the year long new hire assimilation process for experienced hires at the manager and senior manager level · Provide integrated and customized coaching and career counseling to: · Senior Mangers and managers in assigned groups · Talent Delivery team members · Develop talent specialists/administrators and ensure goals are appropriate and achievable · Work with the Learning group to leverage development opportunities in order to build skills as the market demand changes Talent Delivery · Collaborate with leaders to strategically deploy managers and senior managers to client and other leadership roles (committees, community involvement, PRD efforts, etc) with a balance of employee skill set, interest and business need · Maximize use of India talent team resources by transitioning appropriate work to best utilize and develop India team members · Maintain an in-depth knowledge of practitioner's skills, experience, goals and interests in order to more efficiently staff project teams. Continually assess the strengths and development needs of managers and senior managers to inform recommendations for client assignments, attendance at development programs, and on-the-job learning opportunities · Work with Contingent Workforce Services (CWS or Subcontracting) to identify resources when unable to fill project roles with internal candidates · Execute annual performance management process for assigned area, ensuring guidelines are followed · Conduct consensus meetings · Manage risk and identify/resolve issues. Escalate issues to leadership as appropriate · Execute annual compensation processes for assigned area. Lead planning, administration and feedback on the compensation process · Explain performance management and compensation processes to management/leadership and summarizes results and recommendations. · Understand how to best utilize the various technologies required for Talent Delivery · Conduct exit interviews with managers and senior managers and provide trend analysis based on exit results. Ensure that exiting employees are aware of the activities and services of Alumni Relations Talent Specialties · Manage performance issues, employee relations, or project issues. · Communicate with Talent Leader on any issues, escalating as appropriate. Talent Operations · Team with Finance and India Talent Technology Reporting and Analytics team to provide analysis and reporting for Talent Leader and Business leaders as appropriate. Interpret report information from India analysis to provide management insight into staffing trends and possible gaps in staffing for their particular area. · Ensure that managers/senior managers update schedules as required · Monitor compliance of critical metrics for managers and senior managers. · Understand the client's business, market, and financial model and the impact on utilization Talent Acquisition · Participate in in-office activities for campus/experienced hires · Assist Talent Acquisition team in finding appropriate client service resources for interviews and events · Participate on interview team for selection of manager/senior manager experienced hires by evaluating and recommending qualified candidates · Participate in alumni events Inclusion · Address inclusion when assigning work · Participate in Inclusion events/activities Required Qualifications 1. Work Experience: · Strong performer as a CL5 or CL6: Rated a 1, 2 or high 3 (if internal candidate) · Strong track record of credibility with client service leaders · Minimum of 5 years of Human Resources or related experience, preferably with experience managing others · Track record of flexibility and learning agility 2. Education: Undergraduate degree (4 years) 3. Demonstrated accomplishments in the following areas: o Negotiation and conflict resolutions skills. o Coaching skills o Project Management o Ability to function operationally while assisting with strategic projects and initiatives. o Lead others remotely - this position requires the management of talent specialists nationally/regionally and in India. o Creative problem-solving skills; ability to develop innovative solutions to complex issues. o Identify and resolve or elevate operational and human resources issues appropriately. o Interact with all levels of personnel and work well under pressure. o Professionalism to work with confidential information. 4. Demonstrated capabilities in: o Communication - this position requires the ability to negotiate with senior leaders appropriately and professionally. Can deal comfortably and present persuasively to senior leadership. Can take unpopular stands if necessary. o Analysis - this position requires substantial analysis of utilization, availability, compensation, performance and other related talent management data on a regular and ad-hoc basis. o MS Excel, Word, PowerPoint Preferred Qualifications 5. Professional Services Experience: Prior Professional Services experience desired. 6 . MBA or Advanced degree preferred 7. Professional certification (PHR or SPHR) Applicants or employees with disabilities must be offered any reasonable accommodations, which are necessary for them to be able to perform the essential functions of a position. About Deloitte As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries.Deloitte LLP and its subsidiaries are equal opportunity employers. |
| Job Ref No: | E11HOMSPARRS021-HRL5 |
