Senior Program Manager, Talent Development and Succession Planning

The Senior Program Manager, Talent Development and Succession Planning, will be responsible for scaling our existing talent review/succession processes to more areas of our business, and create talent targets that drive our business forward. The ideal candidate will bring energy, excitement, and organization to our talent development and succession planning processes.

Reporting to the Director, Learning & Development, the Senior Program Manager will help us build an engaged, industry leading workforce by connecting Motional’s portfolio of learning programs to our core values, leadership behaviors, and critical business competencies. They will create learning materials that engage management/leaders with the process of talent planning, and facilitate working sessions such as talent reviews, calibrations, and succession planning.

The successful candidate will quantify their work via robust organizational talent health metrics, and integrate their talent indicators into our people performance dashboards. They will leverage talent data to directly influence design across individual contributor, management, and leadership learning programs. Further, the Senior Program Manager will influence the strategic upskilling of various Motional employee groups via data driven analysis of skills/competencies and known business/market advantage.

What you'll do:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.

High-Potential and Succession Program Design, Execution, and Facilitation (60%)

• Design and/or improve resources to be used to engage executive leadership, directors, and senior managers – helping to translate organizational strategy/capability needs into practices and tools for leaders (e.g. talent review tools, succession planning templates, etc)
• Facilitate learning workshops/facilitated sessions in-person and virtually. 
• Train internal Instructors, L&D/HR Partners, internal SMEs, or internal training roles on new skills to scale program activities and outreach where applicable. 
• Connect high-potential and successor programming efforts to talent health metrics, organizational needs/gaps, and our future business needs.
• Collaborate with L&D Program Managers and L&D Partners to facilitate and/or support programming that supports high-performing, high-potential, and/or successor talent benches.
• Measure program effectiveness via operational metrics, business impact, and ROI. 
• Supporting preparation for quarterly Board meetings and executive talent reviews and calibrations
• Constantly anticipate and research the learning needs of a growing technical and commercial organization. 
• Keep current on new talent management approaches, technologies and tools through research and networking to learn about and generate innovative practices

Build a Culture of Talent Development (20%)

• Strengthen collaborative culture with key internal partners (e.g. HR Business Partners, Executive Leadership, Senior Management, HR teams, etc.)
• Providing thought leadership on effective/progressive methods to develop and assess leaders
• Hold Motional accountable by asking tough questions and facilitating tough conversations about our talent development culture, practices, health, etc.
• Take a people centered approach in understanding the context and needs of Motional’s talent today and tomorrow.
• Facilitate change and growth of our people, how we work, and organizational capability
• Navigate conversations with vendors and internal stakeholders on priorities

Program Administration and Data Reporting (20%)

• Partner with L&D Coordinators and HR Coordinators to document program activity in people systems such as LMS, LXPs, HRIS/HCM, ATS, etc.
• Generate reports that track talent planning and succession program health metrics. Benchmark and forecast talent health targets that move the business forward.
• Partner with People Analytics to generate dashboards on regular cadence to relevant business leaders and stakeholders.
• Organize and deploy comprehensive communications and tooling for your program participants. 

What we're looking for:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential  functions.The requirements listed below are representative of knowledge, skill and/or ability required. 

• Ability to articulate how this work enables us to achieve our mission and deliver our promises to our customers.
• Knowledge of competency based talent models, and familiarity with measuring skills/capability data in HR systems such as HRIS/HCM, LMS, etc.
• Experience facilitating discussions and creating presentations for executive audiences.
• Experience leading solutions from ideation to implementation and driving change for a fast-paced, complex, global organization.
• Experience managing multiple projects simultaneously and working autonomously.
• Experience partnering, influencing, and building relationships across functions.
• 4-6+ years of work experience in HR program design, Talent Management or HR Consulting.
• 4-6+ years of professional experience in L&D, HR, Adult/Corporate Education, Workforce Development, Organizational Development, or People Management.
• Associates or Bachelor’s Degree in one of the following fields:
• Training/Learning and Development, Human Resources, Education/or Instructional Design, Operations Management
• Administration or a Social Science, such as Educational or Organizational Psychology.
• High school diploma or equivalency required
• Willingness to travel by plane to all sites across the global footprint; must maintain the ability to travel with passport and other forms of valid identification.