Sr. Manager, Talent Development

The Sr. Manager, Talent Development builds surveys, analyzes data, creates data visualizations, and derives actionable insights to create data-driven people solutions and facilitate decisions across the organization. The position requires understanding the "why" and affecting positive change as it relates to the selection, assessment, development, engagement and retention of key talent within the organization along with the ability to handle multiple projects concurrently and function in a fast-paced, demanding, and high growth environment with a service orientation to always put people first.

Using a mix of curiosity, questioning, and emotional intelligence, this individual will collaborate with all areas of the organization to design and implement a data-driven, yet practical approach to define talent enablement strategies and help associates grow, engage, and advance within the organization.

Primary Accountabilities:

Analytics

• Collaborate with HR Business Partners, leaders, and cross-functional areas to understand people-related business problems and the impact to business outcomes.

• Collect, clean, format, and analyze talent and human resources data, including structured and unstructured data, to solve business problems using tools such as Excel, R, Python, or SAS.

• Utilize data to create and interpret statistical significance and models, to assess and predict trends and make recommendations to the Business executives and HR leadership on opportunities to develop, engage, and retain associates across the organization through talent enablement and people analytics initiatives.

• Lead the design, delivery, communication, execution and analysis of quantitative and qualitative data collection programs, such as pulse surveys, assessment tools, stay and exit interviews, focus groups and quality of hire.

• Create, maintain, analyze, and evolve talent metrics, statistical models, and KPIs to monitor and evaluate the quality and effectiveness of talent solutions and systems as they relate to organizational needs.

• Develop predictive models for talent acquisition, retention, and development using internal and external data.

• Create interactive dashboards, presentations, or visualizations to communicate findings, not just reporting what happened, but why, with the leadership team and to the broader organization using data visualization and storytelling techniques to inform and shape strategy and execution plans.

Strategic

• Leverage data, research and best practices to assist the team in developing strategic talent initiatives, such as competency framework, talent calibration, succession planning, performance management, etc.

• Partner internally to develop training content, including user guides, job aids, and presentations; facilitate instructor-led training and development as needed.

• Provide guidance and support to business partners and managers in identifying development opportunities for associates.

• Analyze talent assessments such as Birkman and CCL 360; debrief with associates, teams, and/or managers as appropriate

• Required Qualifications:

• Bachelor’s degree in Business, Organizational Psychology, Data Analytics, Statistics, Mathematics, or related field

• 1-2 years of experience in a data analyst role, preferably in HR; or any equivalent combination of experience and training that provides the required knowledge, skills, and abilities needed to complete the major responsibilities/essential functions of the position

• Proficient in R or Python, Tableau or other data visualization tools

• Advanced Excel skills, Advanced Beginner in SQL (PostgreSQL)

• Effective communication skills with proven ability to translate complex information into actionable insights

• Ability to manage multiple projects simultaneously

• Ability to obtain Birkman Certification and CCL 360 Assessment Certification

• Proficiency with Office applications (Word, Excel, PowerPoint) and Google Suite of applications (Gmail, Calendar, Hangouts, etc.)

Additional Responsibilities:

• Performs other duties as assigned

• Complies with all policies and standards

Required Qualifications:

• Masters in I/O Psychology required 

• Knowledge of talent management practices and adult learning principles

• SHRM-CP  Upon Hire required or

• SHRM-SCP  Upon Hire required or

• PHR or SHRM-CP  Upon Hire required or

• SPHR or SHRM-SCP  Upon Hire required

Individual Competencies

• Self-Awareness: Advanced communication skills involving complicated topics.

• Integrity: Able to communicate well in straight-forward situations.

• Adaptable: Arrives at a conclusion based on previous experiences and good judgment.

• Problem Solving: Completes routine and repetitive tasks where tasks are straightforward.

• Collaboration: Creates internal alliances outside the immediate team or department.

• Taking Initiative:

As an Inmar Associate, you:

• Put clients first and consistently display a positive attitude and behaviors that demonstrate an awareness and willingness to listen and respond to clients in order to meet their short-term and long-term needs, requirements and exceed their expectations.

• Treat clients and teammates with courtesy, consideration and tact; you also have the ability to perceive the needs of internal and external clients and communicate effectively with the objective of delighting and retaining the client.

• Build collaborative relationships and work cooperatively with others, inside and outside the organization, to accomplish objectives, develop and maintain mutually beneficial partnerships, leverage information and achieve results.

• Set and attain achievable, yet aggressive, goals with a sense of urgency and accountability.

• Understand that results are important and focus on turning mission into action to achieve results following the principles of Flawless Execution while consistently complying with quality, service and productivity standards to meet deadlines and exceed expectations by giving our clients the best possible outcome.

• Support a safe work environment by following safety rules and regulations and reporting all safety hazards.

We are an Equal Opportunity Employer, including disability/vets.