Senior Director, Talent Strategy

The Senior Director, Talent Strategy designs and develops the Enterprise-wide talent strategy and leads a team of subject matter experts in the areas of talent management, succession planning, performance management, talent & org planning, career mobility, strategic workforce planning & organizational design. This role works cross-divisionally with division talent teams across the Enterprise to align on strategy, design programs, and operationalize tools that scale across all divisions. This includes the execution of a high-impact talent management/planning program to include the framework, resources, infrastructure, and processes used for identifying, developing, promoting, moving, and retaining talent to support and drive strategic business goals and objectives.
Reporting to the Vice President of People Solutions,this position requires understanding business and functional needs and translating them into an executable organization plan with Business leaders, HRBPs, Inclusion Diversity & Equity, and other partners.
Primary Responsibilities and Essential Functions

• Leads the development of Enterprise-wide talent strategy and partners with Division talent leads to achieving agreed upon goals
• Oversees the process for the assessment, review, and identification of talent to help build a diverse internal pipeline for the company's succession management program
• Partners with Senior Leaders, Human Resource Business Partners, and other key stakeholders to build a strong pipeline of leadership talent through strategic involvement in talent management, ID&E, talent acquisition, and succession planning processes and discussions
• Partners with Division talent leads and Talent Development team to create development plans for top talent to accelerate readiness for key opportunities across the Enterprise
• Leads Cox's executive-level talent review processes and discussions, including facilitating the talent review discussion with the Executive Leadership team
• Provide practical input into the overall strategic talent planning process
• Establishes Enterprise wide KPIs to track performance and measure the success and progress of talent programs and processes
• Oversees the preparation of routine and ad hoc reports/dashboards for use by HR, the senior team, and the business
• Provides metrics on organizational skill gaps using data gathered from talent review and succession planning to inform decisions regarding development program offerings for high potentials, executives, managers, and others
• Stays abreast of emerging trends and best practices for performance management, talent review, succession planning, and career development programs to ensure the organization is prepared with effective tools, infrastructure, and methodologies to meet the current and future needs of the business from a talent perspective

Qualifications
Minimum

• Bachelor's degree in a related discipline and 12 years of progressive experience in a related field (i.e., Human Resources, Talent Management, Org Planning)
• The right candidate could also have a different combination, such as a master's degree and 10 years progressive experience in a related field (i.e., Human Resources, Talent Management, Org Planning); a Ph.D. and 7 years progressive experience in a related field (i.e., Human Resources, Talent Management, Org Planning); or 16 years progressive experience in related field (i.e., Human Resources, Talent Management, Org Planning)
• 7+ years experience in a management or leadership role
• 7 years of experience providing strategic consultation to leaders at all levels of an organization
• Demonstrated experience developing, and implementing talent management programs or processes, mainly focused on talent assessments, succession management to include talent reviews, pipeline development, workforce analytics, talent management governance, and business process design
• Effective consulting and communication skills, both written and oral, and the ability to adapt to different levels within the organization
• Strong knowledge of talent planning/management, org planning, and HR best practices
• Ability to influence and obtain buy-in from stakeholders at multiple levels of an organization
• Experience building strong relationships with colleagues in a matrixed business environment
• Demonstrated problem-solving and analytical thinking skills
• Effective organizational skills and project and time management skills
• Ability to adapt to changing assignments, multiple and conflicting priorities
• Demonstrated experience working with analytics
• Strong story-telling skills; ability to draw insights using data to make meaningful business recommendations, along with facilitation and presentation skills.

Preferred

• Bachelor's Degree in a related field is strongly preferred
• Master's Degree in MSOD, MBA, or related discipline preferred

About Cox
Cox empowers employees to build a better future and has been doing so for over 120 years. With exciting investments and innovations across transportation, communications, cleantech and healthcare, our family of businesses - which includes Cox Automotive and Cox Communications - is forging a better future for us all. Ready to make your mark? Join us today!
Benefits of working at Cox may include health care insurance (medical, dental, vision), retirement planning (401(k)), and paid days off (sick leave, parental leave, flexible vacation/wellness days, and/or PTO). For more details on what benefits you may be offered, visit our benefits page .
Cox is an Equal Employment Opportunity employer - All qualified applicants/employees will receive consideration for employment without regard to that individual's age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, physical or mental disability, veteran status, genetic information, ethnicity, citizenship, or any other characteristic protected by law.
Statement to ALL Third-Party Agencies and Similar Organizations: Cox accepts resumes only from agencies with which we formally engage their services. Please do not forward resumes to our applicant tracking system, Cox employees, Cox hiring manager, or send to any Cox facility. Cox is not responsible for any fees or charges associated with unsolicited resumes.