Dana is a global leader in the supply of highly engineered driveline, sealing, and thermal-management technologies that improve the efficiency and performance of vehicles with both conventional and alternative-energy powertrains. Serving three primary markets – passenger vehicle, commercial truck, and off-highway equipment – Dana provides the world's original-equipment manufacturers and the aftermarket with local product and service support through a network of nearly 100 engineering, manufacturing, and distribution facilities.
Senior Manager, Talent ManagementThis Talent Management role supports the People Development Center of Excellence (COE) organization to support the development, implementation, management and continued evolution of global talent management processes and programs to ensure Dana has the talent needed to meet current and future business needs. This role operates at the enterprise company level and requires person that is globally minded, highly collaborative, thinks strategically, and is a hands-on talent process and program owner. This role leads two employees and reports to the Senior Director, Human Resources and People Development.
Job Responsibilities

• Leads and continually evaluates, scales, evolves and deploys the Dana Talent Review and Succession Planning Process, ensuring a robust and effective process and framework for assessing talent and succession and facilitating alignment on talent gaps and supporting strategies/actions. Supports process and program design, communication, tools/resources, training and execution within the businesses, including development of Talent Management Committees (TMC).
• Leads and continues to evolve Dana’s Performance Management philosophies, processes, and programs, building on current foundational continuous performance management mindsets and behaviors. Partnerships with Learning and Development and HRIS / HRIT for improvements to delivery of programs.
• Leads new and ongoing global deployment and execution of key talent management processes and programs, including project planning, change management, communication, training and assessment of user adoption and effectiveness.
• Builds and maintains strong relationships, credibility and influence with key stakeholders. Partners closely with HRBPs and business leaders to understand talent program needs, while considering organizational readiness and capacity for change. Partners with HR, COE and business leaders to achieve strategic talent objectives.
• Establishes and maintains a strong working relationship with HRIS / HRIT to ensure talent modules within SuccessFactors are effectively designed and deployed to support desired outcomes of talent processes and programs.
• Assesses, measures and analyzes the effectiveness and user adoption of key talent management processes and tools. Continually identifies and implements improvements.
• Identifies, tracks and analyzes key data and metrics to evaluate effectiveness of talent programs. Communicates insights, plans, progress and business outcomes to senior business and HR leaders.
• Manages existing vendor partnerships and supports the evaluation of new external vendors and offerings as needed.
• Maintains strong working knowledge and familiarity with talent management trends, best-practices, tools/resources and vendors. Conduct appropriate research and benchmarking and make recommendations for shifts in strategy, approach/methodology and tools, as necessary.
• Partners closely with global People Development COE team members to ensure alignment and integration of talent management and development philosophies, processes, programs and tools across the talent lifecycle.

Job RequirementsEducation and Experience

• Bachelor’s degree in Organizational Development (OD), Human Resources (HR), Psychology or other related fields. Master’s degree in HR, OD or Business Administration (MBA) preferred.
• Minimum of 8 years of progressively responsible experience in Human Resources with a minimum of 5 years supporting strategic talent management processes/programs and designing custom solutions within a large, complex global manufacturing or service organization.
• Previous experience in a strategic HRBP role preferred.
• Visionary and strategic thinker with the ability to translate and communicate strategy into practical application and measurable business impact. Ability to identify and implement creative solutions to complex problems.
• Ability to navigate ambiguity and demonstrate agile thinking, behavior and decision making. Approaches work with intellectual curiosity and openness.
• Strong facilitation skills and executive presence with a senior leadership audience.
• Strong working understanding of industry benchmarks, leading practices and innovations in talent management, as well as experience in practical and impactful application within an organization.

Minimum Qualifications Of Position

• Strong organizational and project leadership/management skills, including ability to create and communicate project plans, effectively direct and deploy team resources, monitor work progress and achieve project milestones.
• Strong analytical, problem solving and critical thinking skills to assess and continuously improve processes, practices and tools in areas of responsibility.
• Highly developed interpersonal, verbal and written communication skills, including ability to communicate clearly, concisely and persuasively.
• Demonstrated ability to effectively navigate within a complex global organization.

Experience Gained

• Exposure to Dana executive leadership team and human resources leadership team.
• Guide the culture of Dana and help shape the future of business-driven talent processes and programs.
• Development of global consultative and partnership skills.
• Create, lead, and deploy global processes to diverse skillset of people to help them grow in the organization.

We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class.
Unsolicited Resumes from Third-Party Recruiters
Please note that as per Dana policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters were engaged to provide candidates for a specified opening. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that Dana will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity.