Talent & OE Manager

Job Description:

The Talent & Organization Effectiveness Manger will be responsible for delivering against core initiatives including Talent Planning & Development, Succession Planning, Organizational Development, and Change Management activity. In this role you will provide tools, resources and strategic consultation to the broader People and Culture (P+C) community and Vertex leadership. This is done through innovation, the use of HR technology (Workday) and the efficient delivery of programs/projects that will drive development and retention of our talent.

This role reports the Director, Global Talent and Organization Effectiveness. The ideal candidate will have a proven record in driving a Talent Management and OE strategy in a dynamic, ever-changing environment. The Manager will partner with P+C colleagues in the identification of Talent & OE opportunities required to drive business success; they will lead/participate in project teams to build and deploy products and services designed to address business needs and close the talent gaps. An ability to integrate these solutions with the business’ strategy and plan is essential.

ESSENTIAL JOB FUNCTIONS AND RESPONSIBILITIES:

Business Consulting

• Partner with the P+C Business Partner community to understand the overall business, client groups and strategic business objectives, to ensure the P+C processes, programs and resources align with their business roadmap.

• Support business leaders in managing and leading change in their organizations. Lend support to enterprise transformation programs where required.

• Work with a variety of stakeholder groups across Vertex to leverage and share best practices as applicable.

• Partner closely with the Analytics team to support and drive Talent and OE reviews with P+C business partners and lines of business.

• Successfully manage and drive complex projects through the full project management lifecycle as applicable.

• Create and maintain an environment of equal employment opportunity, diversity and competitive advantage in support of the company's diversity and inclusion strategic plan.

• Establishes and sustains leadership team relationships where leaders seek out advice and partnership to shape and drive their talent and succession strategies, and high potential development.

Talent Management

• Provide professional expertise and support in the design, development and implementation of the talent review process that results in the creation of an internal bench of top talent.

• Develop and implement talent management strategies and initiatives to support organizational growth and development.

• Develop strategies to address talent gaps and risks across the organization. Support workforce planning activity to identify strategic capabilities and operationalize plans to ensure having the right talent when needed.

• Leads, socializes, coordinates, and facilitates Talent Review meetings with leaders across the organization, helping them evaluate the current talent pool they oversee, identifying key and high potential talent, their development plans, and connect succession planning.

• Support design and delivery of programs and processes to develop high potential talent.

• Support creation and tracking of robust development plans for our key talent groups.

• Advises senior leaders to build succession plans within their organizations, understand their talent risks, and develop appropriate plans to address.

Organizational Development

• Assess and diagnose organizational issues and develop interventions to improve overall effectiveness.

• Design and execute enterprise-wide organizational development programs to enhance employee engagement, performance, and retention.

• Partner with P+C and business leaders to drive a high-performance culture and support change management initiatives.

• Partner with the Head of Learning and Development on the management of performance appraisal processes to ensure alignment with organizational goals.

• Stay current on industry trends and best practices in talent management and organizational development.

• Collect, analyze and maintain data gathered to diagnose issues and design solutions to address people challenges in the business.

• Develop strategies to build diverse, high performing teams that outperform, innovate and drive business growth.

• Occasional business travel may be required.

KNOWLEDGE, SKILLS AND ABILITIES:

• Strong understanding of talent management and OE/OD theories, methodologies, and best practices. Experience designing and executing initiatives.

• Ability to build strong relationships and influence stakeholders at all levels of the organization.

• Strong analytical skills with the ability to make data-driven decisions.

• Results-oriented with demonstrated critical thinking, problem-solving, innovation, and flexibility in dealing with changing and ambiguous situations.

• Experience working with cross-functional teams, across continents and time-zones. May need to engage with clients at non-standard hours of business.

• Demonstrated success in driving organizational change and managing complex projects.

• Experience working with C-suite executives and senior leaders and handling confidential information.

• Ability to work remotely, independently, and with a team.

• Excellent communication, presentation, facilitation, and interpersonal skills.

• Having a robust understanding of and ability to fully utilize the portfolio of project management tools and documents such as: charters, kick-off meetings, issues logs, project plans, RACIs and more.

• Proficiency in MS Office and HR technology (Workday) required.

EDUCATION AND TRAINING:

• Bachelor's degree required with eight (8) years of related HR/Consulting experience, or Master’s degree (M.Ed., MBA) with six (6) years of experience, or PhD/EdD/DBA with three (3) years of experience.

OTHER QUALIFICATIONS:
The Winning Way behaviors that all Vertex employees need in order to meet the expectations of each other, our customers, and our partners.

• Communicate with Clarity - Be clear, concise and actionable. Be relentlessly constructive. Seek and provide meaningful feedback.

• Act with Urgency - Adopt an agile mentality - frequent iterations, improved speed, resilience. 80/20 rule – better is the enemy of done. Don’t spend hours when minutes are enough.

• Work with Purpose - Exhibit a “We Can” mindset. Results outweigh effort. Everyone understands how their role contributes. Set aside personal objectives for team results.

• Drive to Decision - Cut the swirl with defined deadlines and decision points. Be clear on individual accountability and decision authority. Guided by a commitment to and accountability for customer outcomes.

• Own the Outcome - Defined milestones, commitments and intended results. Assess your work in context, if you’re unsure, ask. Demonstrate unwavering support for decisions.

COMMENTS:

The above statements are intended to describe the general nature and level of work being performed by individuals in this position. Other functions may be assigned, and management retains the right to add or change the duties at any time.