Share this Job
Create Alert

Head Global Talent Management

Date: Feb 28, 2021

Location: Chicago, IL, US

Company: James Hardie

A picture containing logo

Description automatically generated

Head of Global Talent Management

 

Position Overview:

This role is responsible to lead talent management and development for North America, which is the largest region within James Hardie, part of a $2.6B global business, with approximately 5K employees in North America, Europe and Asia Pacific.  This role is specifically charged with leading a team to set strategy, develop and implement processes and tools to support our evolving talent acquisition function, which is heavily weighted in full service talent acquisition for the North America region but also incorporates elements of internal talent management and learning & development, and as the largest region, often sets the stage for projects, processes and core work to be executed globally, as part of best practice sharing and driving continuous improvement within the global Human Resources function.

 

Location: Chicago, IL

 

Travel: Approximately 10-25% (more travel early in tenure to learn the organization and build relationships, may be impacted by COVID travel restrictions)

 

Reporting to: CHRO

 

Responsibilities:

In many respects this will be a “Greenfield Opportunity” with key areas of responsibility for the Head of Global Talent & Organization including:

  • Overseeing and leading the Talent COE team in the design and implementation of new Talent systems and processes overall.  These areas will include but not necessarily be limited to talent assessment/review, talent pipelining, succession planning, workforce planning and learning and development initiatives.
  • Consulting with Senior Leadership, Line Management, the HR Leadership team and HR Business Partners to identify leadership, talent and capability gaps and change management support needs, providing solutions as part of consultation.
  • Designing and implementing/executing strategic plans and programs that will integrate Talent Management, Organizational Development, Workforce Force Planning and Learning & Development, in partnership with regional Talent Acquisition, to address all gaps and issues identified.
  • Driving a focused Learning & Development function with an emphasis on structured needs assessment, guided instructional design and continuously improving employee learning experiences.
  • Partnering effectively with other HR COE’s, with a specific focus on talent acquisition, to ensure an integrated / systematic approach to HR systems and processes overall.
  • Monitoring, analyzing and communicating relevant external talent market trends to ensure we remain contemporary in talent practices, evolving internally as appropriate with technology enablement.
  • As a part of employee engagement, overseeing program management for the future global employee culture & engagement survey processes.
  • Leading diversity and inclusion initiatives, designing efforts as a global COE but incorporating flexibility to collaborate with all stakeholders and external practitioners to achieve best in class standards for building an inclusive environment – recognizing unique cultural attributes.
  • Overseeing global workforce planning with a focus on understanding and setting stage for development and/or partnership with Talent Acquisition, to ensure needed capabilities to execute annual operations plans and strategic plans are available within the workforce when needed.
  • Building out a new level of HR and organizational capability around HR-related data measurement and analytics, enabling the company and its senior leaders (along with the HR team) to make data-driven decisions around managing, developing and retaining employees. 
  • Leading / driving continuous improvement in existing Talent and OD areas - it is critical that this work drives outcomes to support delivery of organizational strategic and financial objectives. 
  • HR business partner for global HR organization – providing business partnering to CHRO and generalist support for HR organization.
  • Lead and support change management efforts, both for the business and the global HR functions, acting as a SME in this area.
  • Serves as a member of the global Human Resources Leadership Team.

 

 

Position Requirements:

  • At least 15 years of relevant specialist and generalist HR experience with specific expertise gained in Talent Management, Succession planning, Workforce Planning, Learning & Development / Training and Talent Acquisition at all levels of an organization.
  • Demonstrated track record leading successful Talent Management teams, initiatives and processes within different models of multi-unit businesses, ideally with experience in a high-touch or high-stakes fast-paced manufacturing environments, including project management and transforming or building the function from manual operations to technology enabled overtime.
  • Experience leading other elements talent management such as talent review processes, performance management, learning & development and related project work (i.e. functional competency development, change management, etc.).
  • Experience working in a HR generalist/business partnering capacity at some point in career, leveraging services of Talent & Development Centers of Excellence is a plus. 
  • Experience working in a global organization, across multiple countries and cultures required.
  • Experience building programs to transform and reinforce organizational capabilities and culture in alignment with strategic plans and aspirational state culture.

 

Characteristics of a Successful Candidate

  • The successful candidate will represent the James Hardie view of talent “SMART, DRIVEN and REAL.”  S/he must bring a high level of motivation, as well as ethical, intellectual, professional/personal values that compliment the team and company culture.  Specifically, s/he must:
    • Demonstrate the ability to partner with senior business leaders and the HR Leadership team. Be assertive and results oriented in style, but respectful of others, and skilled in navigating competing organizational priorities and agendas.  S/he must be a team player who creates energy and shows enthusiasm within and across the organization
    • Have a strong eye for talent
    • Be a strong relationship builder with internal and external stakeholders, have the ability to interact with all levels and functions in the organization, exceptional influencing, interpersonal and written / verbal communication skills
    • Be analytical, with a process and data driven mindset. Work to continuously improve what is in place while driving efficiencies and maximizing quality as we work towards our growth agenda.
    • Strong project management

 

Education:

  • An undergraduate bachelor’s degree in human resources, business or a related discipline, a MBA or specialized Master’s degree in related area is preferred


Nearest Major Market: Chicago

Job Segment: Manager, HR, Sales Consultant, Consulting, Program Manager, Management, Human Resources, Sales, Technology