Talent Management Associate Director

The Associate Talent Management Director partners with the HRVP and the line of business HR business partner team to establish, drive, and manage the TAA Division talent strategy. This role partners with business leaders and human resources business partners to create results-driven talent management outcomes to meet current and future business needs while driving innovation in talent solutions. The role serves as a strategic partner and trusted advisor to the division leadership regarding talent management strategies, solutions & risk mitigation. They will partner with the business leaders and HRBP's to drive outcomes in talent reviews, succession planning, performance management development planning, executive coaching and assessments, and mentoring. The individual in this role will be the first in this function and collaborate with the Global Talent Development COE to build a talent partner function, utilizing what is in place and building to what can be. This role intakes the Division talent needs and articulates these needs and priorities in the Division to the Global Talent Development COE.

Essential Duties and responsibilities

Key Responsibilities

• Partner with the Division HRVP and LOB team to establish, drive, and manage the Division talent agenda in alignment with the Wolters Kluwer talent strategy and priorities.
• Partner with the Analytics COE to analyze metrics and qualitative data to provide insights to short and long-term talent needs and to measure the effectiveness of our DEI and talent processes
• Scale implementation of core talent processes and improve talent outcomes.

• In partnership with the TAA HRVP, manage the TAA wide talent brokering for director and executive roles. Collaborate with recruitment to utilize talent management insights and data to support talent searches.

• Shape and deliver an integrated Division plan for improving Engagement and Belonging.
• Define and prioritize capabilities needed as input into the enterprise talent strategy.
• Articulate the TAA talent priorities and issues to Global Talent Development.
• Manage at least one global talent initiative in a given calendar year
• Build a talent conversation culture working with business leaders & HR Business Partners while developing coaching skills & capabilities in executives
• Provide direction to HR Business Partners and hiring managers to develop, cultivate and maintain internal and external practices to support a diverse talent pipeline.
• Create development plans to support succession planning in accordance with Wolters Kluwer global talent practices that leverage the breadth of capabilities and fulfill the talent requirements of long-term plans.

Other Duties

• Build a strong network with HR leaders, LOB and Market colleagues, COEs, and HRIS
• Performs other duties as assigned by supervisor.

Job Qualifications

• Bachelor's degree required, preferably in human resources or organizational leadership

Experience

• 7+ years of related HR experience in a public corporation, ideally in the software industry.
• A proven track record of driving positive talent outcomes, supporting employee engagement and understanding of business strategy.
• Proven ability to successfully navigate large, global, corporate organizations building sponsorship and support across diverse stakeholder groups
• Proven track record of successfully managing and delivering talent projects on schedule and on budget based on a structured approach to defining scope and requirements, developing project plans, managing issues/risks, monitoring project outcomes, and managing change
• Demonstrate organizational agility in dealing with multiple internal stakeholders and partners

Other Knowledge, Skills, Abilities or Certifications

• Strategic thinker with strong business acumen who can understand the "big picture", operationalize concepts/ideas, anticipate risks and issues, and prioritize and manage action plans to deliver successful outcomes in a fast-paced environment
• Business acumen, data/analytics and critical thinking skills
• Deep functional expertise in at least two disciplines of HR (e.g., Talent Management, Learning and Development, Organizational Design/Development, HR business partner, Change Management, etc.)
• Successfully navigates and manages change; communicates change effectively and completely, role models effective behaviors, builds commitment and overcomes resistance, and monitors transition and results
• Demonstrated ability to effectively communicate complex, difficult, and/or sensitive information with a high degree of self-confidence
• Strong political awareness and organizational agility; able to adjust communication style to any audience
• Strong project management and organization skills with an ability to prioritize in an ever-changing, global environment
• Highly collaborative; excellent interpersonal skills with an ability to work across the organization at all levels and "push" for results without alienating colleagues; builds a strong internal and external network of personal relationships to identify issues and opportunities
• Strong written and verbal communication skills with an ability to persuasively and efficiently deliver recommendations to a variety of HR and business stakeholders
• Highly proficiency in Microsoft Office suite, particularly MS Word, MS Excel, and MS PowerPoint.

Travel Requirements

• Ability to travel approximately 25% of time.

Physical Demands

• Normal office environment

Compensation:

Target salary range CA, CT, CO, HI, NY, WA: $147,200-$208,350