Director of Talent Management

Director of Talent Management

Nippon Sanson Matheson (NSM) is seeking a Director of Talent Management in Warren, NJ.

Essential
Functions

Talent
Management Strategy
Develop
and execute an integrated talent management strategy aligned with business
priorities and long-term workforce needs.
Partner
with senior leaders and HR leadership to identify critical capabilities,
emerging talent requirements, and organizational talent risks.
Establish
practical enterprise talent processes, standards, tools, governance, and
metrics.
Translate
business strategy into actionable talent, leadership, and organizational
capability priorities.

Succession
Planning and Talent Reviews
Lead
succession planning for critical positions and leadership roles.
Establish
and facilitate disciplined talent reviews that assess performance, potential,
readiness, development needs, and retention risk.
Partner
with leaders to identify successors and create development plans that improve
successor readiness.
Monitor
succession coverage and leadership-pipeline health and provide senior
leadership with clear visibility into talent risks and opportunities.
Integrate
succession planning with development, internal mobility, recruiting, and
workforce planning.

Leadership
Development
Create
targeted development experiences, including formal programs, assessments,
coaching, mentoring, action learning, job rotations, and stretch assignments.
Define
leadership expectations and competencies that reinforce company culture and
business strategy.
Evaluate
development programs using measurable business and talent outcomes.
Partner with L&D Team on leadership development
and adjacent programs.

Performance
Management
Own
and continuously improve the performance management philosophy, processes,
tools, and annual cycle.
Strengthen
goal setting, performance differentiation, feedback, coaching, and
development planning.
Develop
manager capability to conduct meaningful performance, career, and development
conversations.
Ensure
individual goals and performance expectations connect to organizational
objectives.
Assist with design and maintenance of performance
management elements of HRIS.

Career
Development and Internal Mobility
Build
frameworks and tools that enable employees to understand career opportunities
and take ownership of their development.
Develop
career pathways for critical functions and talent segments.
Increase
visibility into internal opportunities and encourage movement across
functions, businesses, and geographies.
Promote
developmental assignments, job rotations, and cross-functional experiences;
including with parent entity and global affiliates.

Talent
Analytics and Governance
Develop
and maintain talent metrics and dashboards, including succession coverage,
successor readiness, internal mobility, leadership-pipeline strength,
development effectiveness, and retention of critical talent.
Establish
consistent definitions and standards for assessing talent, potential, and
readiness.
Use
data to evaluate program effectiveness and recommend improvements.
Prepare
talent insights and recommendations for senior leadership.

General
Leadership Responsibilities
Lead,
coach, and develop Recruiting Teams and other assigned team members and
promote accountability, collaboration, and continuous improvement.
Partner
with HR functional leaders, Legal, IT, Recruiting, business leaders, and
Nippon Sanso Holdings stakeholders, as appropriate.
Manage
external vendors, consultants, assessments, and program budgets within
approved parameters.
Perform
other duties as assigned.

This position reports directly to the SVP & CHRO

QUALIFICATIONS

Bachelor's
degree in Human Resources, Organizational Development, Business, Psychology,
or a related field.
10+
years of progressive Human Resources experience, including significant
experience in talent management, organizational development,
recruiting,
or related disciplines. Prior experience leading a
Talent Management function is a mandatory requirement.
Demonstrated
experience designing and implementing succession planning, talent review,
performance management, and leadership development processes in a complex
organization.
Experience
partnering directly with Senior Executives and HR leadership.
Strong
knowledge of talent assessment, succession planning, leadership development,
performance management, and organizational effectiveness.
Experience with recruiting or leading a recruiting
team.
Strong
facilitation, consulting, communication, and influencing skills.
Ability
to translate strategy into practical programs, processes, tools, and
measurable outcomes.
Strong
analytical skills and ability to use talent data to support decisions.
Demonstrated
project management, change management, and organizational skills.
Experience
supporting a multi-site workforce.
Experience
in a multinational, industrial, manufacturing, engineering, or similarly
operational organization.
Experience
with Cornerstone or a comparable enterprise talent and learning platform. Req

Work
Experience
10+
years Progressive
HR experience with substantial responsibility for talent management,
organizational development, succession planning, leadership development, or
related disciplines. Req

Knowledge,
Skills and Abilities
Enterprise
Talent Strategy
Succession
Planning and Talent Reviews
Leadership
Development
Performance
Management
Career
Development and Internal Mobility
Organizational
Development and Effectiveness
Talent
Assessment and Leadership Competencies
Talent
Analytics and Workforce Insights
Project
and Change Management
Team
Leadership and Development
Vendor
and Budget Management
Cross-Functional
and Global Collaboration
Business
Partnership

PHYSICAL
DEMANDS/WORKING CONDITIONS

Office
/ SedentarySitting, keyboarding

Stationary
Position - Frequently
Move/Traverse- Frequently
Stationary
Position/Seated- Frequently
Transport/Lifting - Rarely
Transport/Carrying - Rarely
Exerting
Force/Pushing - N/A
Exerting
Force/Pulling- N/A
Ascend/Descend- N/A
Balancing- N/A
Position
Self/Stooping- N/A
Position
Self/Kneeling- N/A
Position
Self/Crouching- N/A
Position
Self/Crawling- N/A
Reaching- N/A
Handling- N/A
Grasping- N/A
Feeling- N/A
Communicate/Talking - Constantly
Communicate/Hearing - Constantly
Repetitive
Motions - Occasionally
Coordination- N/A

Working Environment
While performing the duties of this job, the
associate is required to work within the selected working environments

Travel Requirements

Up to 20% - Travel to locations and leadership development meetings, as needed.

The
Company is an
Equal Opportunity Employer that complies with the laws and regulations set
forth under EEOC. All qualified applicants will receive consideration for
employment without regard to race, color, religion, sex, sexual orientation,
gender identity, national origin, disability or protected veteran status. EOE AA M/F/VET/Disability