We are currently seeking a Talent Strategy Director that serves as a strategic talent partner and coach to line of business executives and senior managers. The incumbent provides high-level HR guidance and serves as a strategic advisor on talent-related matter by building strong partnerships throughout the organization. The Talent Strategy Director takes initiative in determining areas of opportunity, setting goals to align with company initiatives, and collaborating with HR COEs and other business leaders and management teams to achieve and measure the success of goals.
Key Accountabilities
Develop and implement a talent vision and strategy within the assigned business segments/functions to advance business initiatives and success.
- Cultivate a broad understanding of the assigned business segments/functions.
- Be a trusted advisor providing consultation and guidance regarding workforce planning, organizational design, change leadership, diversity, equity and inclusion, reorganization, acquisition initiatives, etc.
- Actively undertake conversations to challenge leaders’ current thinking/practices to arrive at the best talent decisions.
- Lead a recurring structured talent and business review process to identify and effectively communicate the talent implications in business initiatives and align talent strategies to proactively address and support the business plan and challenges.
- Partner with centers of excellence to propose and execute impactful solutions to drive organizational imperatives.
- Serve as thought partner for leaders on talent development and change leadership that enable execution on strategic objectives.
- Promote leadership aligned with our Mission, Vision, Values, and Leadership Principles
Create talent development strategies focused on building the strongest talent pipeline.
- Serve as coach and advisor to business leaders to drive development of leaders and talent capability with a focus on leadership needs and skill gaps identified as part of the business strategy and organizational talent review.
- Facilitate the identification, cultivation and coaching of HiPo team members through development experiences, intentional career journeys, competency development, etc.
- Partner with Training and Development to identify and implement learning paths, development programs, and development experiences to develop needed skills, knowledge, and experience.
Collaborate with and effectively leverage internal and external resources to drive talent solutions that deliver an unforgettable team member experience.
- Partner with COEs and others to the ensure effective execution on core talent processes for assigned business segments/functions including talent reviews, succession planning, top talent identification, development needs assessment, development planning, compensation planning, annual rewards process, etc.
- Provide HR consultation, coaching, and problem-solving solutions on the most complex issues to business leaders.
- Collaborate with COEs and other partners to create insights through data and analytics and lead data-informed talent solutions and strategies; implement regular, meaningful reporting and analysis on talent acquisition, performance, team member engagement, retention/turnover, demographics, strategic forecasting for future talent needs and more.
- Foster continuous improvement in our human resources offerings by providing feedback and insight from the business on how we can drive programs, policy, and change that enable our competitive position in the marketplace.
- Be a catalyst for change management initiatives with a focus on shifts to culture, leadership and management requirements, and systems and processes.
- May participate in or take responsibility for projects or initiatives working with other HR team centers of excellence leaders and/or business leaders to develop, implement, and drive improvements related to the team member experience, processes, or business initiatives.
Key Competencies for Position
- Strategic Thinking & Execution: Focuses on larger, long-term issues and creates plans and strategies. Translates broad strategies into clear objectives and practical application of plans. Anticipates risks and devises contingency plans to manage them. At the highest levels, develops and helps drive a long-term vision that describes how to organization needs to operate now and in the future in a way that translates into clear objectives and practical application of plans. Develops distinctive strategies to achieve and sustain a competitive advantage while focusing the organization on efforts that add significant value. Committed to achieving established goals, overcoming obstacles, and continuously learning to improve performance.
- Coaching/Building Talent: Actively partnering to attract the best talent and to develop team members effectiveness in their current and future roles. Conduct one-on-one coaching to provide leaders/team members the opportunity to understand their strengths and areas of opportunity in relation to a range of high quality and relevant competencies. Demonstrates Old National's culture in daily interactions and encourages team members to live by our culture and core values.
- Collaboration/Influence: Works interdependently and collaboratively with others to achieve mutual goals. Actively seeks, develops and maintains trusted relationships with others to achieve business goals and objectives. Uses appropriate interpersonal styles and techniques to gain acceptance of ideas or plans; modifies one's own behavior to accommodate tasks, situations and individuals involved.
- Navigates Change: Seeks to understand, embrace, model, plan and take steps to help team members and the organization align and navigate through change. At the highest levels, leads change efforts and effectively creates a vision, engaging team members to implement the change to gain their support and commitment, helps team members understand why the change is occurring, continuously sharing information and assessing the adoption of the change while helping others overcome resistance to change.
Qualifications and Education Requirements
- Bachelor’s Degree in relevant area or equivalent work experience; HRCI/SHRM HR Certification desirable; Masters preferred
- 10+ years of experience in Human Resources in the areas such as talent development, compensation and benefits, employee relations, organizational development with demonstrated success partnering with leaders
- Experience in banking/financial services preferred
- People management experience preferred
Old National is proud to be an equal opportunity employer focused on fostering an inclusive workplace and committed to hiring a workforce comprised of diverse backgrounds, cultures and thinking styles.
As such, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, protected veteran status, status as a qualified individual with disability, sexual orientation, gender identity or any other characteristic protected by law.
We do not accept resumes from external staffing agencies or independent recruiters for any of our openings unless we have an agreement signed by the Director of Talent Acquisition, SVP, to fill a specific position
Our culture is firmly rooted in our core values.
We are optimistic. We are collaborative. We are inclusive. We are agile. We are ethical.
We are Old National Bank. Join our team!
