Overall Summary:
The Managing Director, Talent Management will develop and deliver organizational strategy and implementation of best practices in the areas of Talent Management, Performance Management, Employee Engagement, and Organizational Effectiveness. This position will report to the Vice President, Human Resources.
Location: Hybrid (see below), downtown Pittsburgh, Pennsylvania
Key Responsibilities/Outcomes (include but are not limited to):
- Lead a diverse team to develop and deliver talent strategies that will support the achievement of business objectives.
- Partner with executive leadership to drive long-term talent and performance strategy; including associated culture transformation
- Lead the assessment, development, and execution of DLCOs Talent Management and Performance Strategy, which will also include employee engagement and organizational effectiveness.
- Provide subject matter expertise and consultation in the areas of talent management, performance management, employee engagement and in partnership with the HR Business Partner team, organizational structure/effectiveness.
- Partner with the Chief Diversity Officer to shape DLCOs evolution internally and externally in building a diverse workforce and culture of inclusion
- Lead the enterprise-wide succession planning and key talent review process, and develop strategies to accelerate development of key talent and successor candidates
- Oversee the development of leadership programs to build a strong talent bench, succession plans and career pathing. Assess the available internal talent and design programs to close the gaps
- Ensure the development of high-potential management development programs that align with long-range business strategies
- Oversee employee focused development to address future workforce needs; especially focused on learning agility, innovation and career progression.
- Lead the centralization of learning and development enterprise-wide, ensuring the implementation of a comprehensive learning strategy that supports the growth and development of team members across the organization.
- Monitor and assess employee engagement via an annual survey and periodically via pulse surveys; develop and deliver programs in partnership with business leaders to increase enterprise-wide and targeted engagement scores/results.
- Partner with internal stakeholders to develop and implement strategies for employee retention
- Act as a liaison with other HR teams (COEs) to coordinate development of talent management programs, systems, and processes to support the business
- Lead and direct enterprise-wide performance management processes for leadership, salaried and bargaining unit team members.
- Facilitate the development of rewards/recognition strategies associated with varying levels of the organization
- Maintain knowledge of industry trends and advise corporate leadership on needed actions.
- Oversee Talent Acquisition, ensuring strategic recruitment efforts are aligned with organizational goals and culture
- Build workforce partnerships in the community to further outreach, employer branding, and alignment with workforce strategy.
Qualifications:
- Bachelors degree required.
- A minimum of 15 years of HR experience required, including at least ten (10) years in a talent leadership capacity.
- Masters degree preferred.
- Industry certifications preferred.
Skills and Abilities Necessary for this Role Include:
- Excellent interpersonal, written and verbal communication skills are essential. Ability to lead meetings and presentations, and ability to interface with all levels in the organization with tact and diplomacy; including frequent BOD interactions
- Must be a collaborative team player, possess a strong customer service orientation, and be a problem solver
- Strong team-building skills; including staff selection and build-out
- Ability to advocate and influence
- Highly proactive style of work, with a demonstrated track record of developing and delivering innovative long-term strategies in a fast-paced environment
- Strong organizational and analytical skills; emphasis on data-driven decision-making
- Prior experience developing/delivering overarching compensation strategies is preferred.
Competencies:
- Relationship building with Business Unit leaders and HR colleagues/Team
- Strategic Vision
- Influence
- Execution
- Business Acumen
- Energize the Organization
Why you'll love working here: We live by our values!
- We are safe above all else. We must keep ourselves, each other, our customers and communities safe.
- We are guided by our commitment to integrity and never compromising on ethics.
- We are dependable, collaborative and steady; we are a trusted partner to all.
- We believe in equity and equal access to work, resources and opportunities are critical elements of a clean energy future for all.
- We are ingrained in our community; we work where we live and are committed to serving our vibrant, diverse communities.
Scope:
- Directs and controls strategy and execution of the organizations activities within the subfunction or major business area managed.
- Key member of the management team, representing the organization in dealings with clients and external bodies.
- Seasoned leader with extensive business experience, broad and deep functional expertise, and significant product knowledge.
- Primary focus of role is on proactive, strategic leadership rather than day-to-day operational execution, although the role includes significant operational responsibilities.
Decision Impact:
- Problems faced require expertise knowledge and broad-based considerations of variables that impact the corporation.
- Develops end-to-end solutions, influencing high impact decisions made at the executive leadership level.
- Solutions developed typically have no precedent, and require comprehensive analyses and consideration of original concepts and approaches.
- Drives implementation of transformational changes in the corporation that have high impact on the achievement of results for the corporation.
- Improve on entire existing practices, leveraging personal past experience and in-depth best practice knowledge.
Hybrid Work:
Position follows our hybrid work model, with a minimum of two days working in the office and the remaining day working remotely. Reporting location and frequency may be subject to change based on job role and department needs.
Storm Roles:
All Non-Union Employees will serve in storm roles as appropriate to their role and skillset. Please be sure to discuss storm roles with the hiring manager for this position, as duties can vary across the Company. Examples of storm roles could include but arent limited to duties such as: working with operations for service center support or with the communications, customer service, or government affairs teams to respond to public and customer requests for information, etc.
Data Governance:
Utilize data to make business decisions as appropriate for the position, support data stewardship activities and partner with IT on underlying data needs.
Disclaimer:
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.