Wolters Kluwer
The Talent Management Associate Director partners with their respective Division HRVP and the HR business partner team to establish, operationalize, drive, and manage the 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 strategies, solutions & risk mitigation. They will partner with the business leaders and HRBPs to drive outcomes in talent reviews, succession planning, performance management, development planning, executive coaching and assessments, and mentoring. engagement & belonging. This role takes the Division talent needs and articulates these needs and priorities in the Division and to the Global Talent COE.
Essential Duties and responsibilities
Key Responsibilities
Partner with the Division 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 DEIB and talent processes
Support scaled implementation of core talent processes (goal setting and performance management, talent review and succession planning, engagement & belonging action planning, etc.) and improve talent outcomes.
In partnership with the Division HRVP, manage Division-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 Division talent priorities and issues to Global Talent COE
Manage at least one significant global talent initiative/process in a given calendar year
Support HR and business leaders in building a talent culture across the division
Guide HR Business Partners and hiring managers in creating, fostering, and sustaining internal and external strategies that support a diverse talent pipeline.
Ensures that development plans are in place 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
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 able to 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
Strong critical thinking and data analytical skills; able to interpret, evaluate, and analyze facts and information available, establish options, and make informed decisions
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 deliver recommendations persuasively and efficiently to a variety of HR and business stakeholders
Highly proficient in the Microsoft Office suite, particularly MS Word, MS Excel, and MS PowerPoint.
Travel requirements Ability to travel approximately 25% of the time. Physical Demands Normal office environment Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process. Compensation: Target salary range CA, CT, CO, DC, HI, IL, MD, MN, NY, RI, WA: $153,200 - $216,850 EQUAL EMPLOYMENT OPPORTUNITY Wolters Kluwer U. S. Corporation and all of its subsidiaries, divisions and customer/business units is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.
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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 DEIB and talent processes
Support scaled implementation of core talent processes (goal setting and performance management, talent review and succession planning, engagement & belonging action planning, etc.) and improve talent outcomes.
In partnership with the Division HRVP, manage Division-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 Division talent priorities and issues to Global Talent COE
Manage at least one significant global talent initiative/process in a given calendar year
Support HR and business leaders in building a talent culture across the division
Guide HR Business Partners and hiring managers in creating, fostering, and sustaining internal and external strategies that support a diverse talent pipeline.
Ensures that development plans are in place 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
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 able to 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
Strong critical thinking and data analytical skills; able to interpret, evaluate, and analyze facts and information available, establish options, and make informed decisions
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 deliver recommendations persuasively and efficiently to a variety of HR and business stakeholders
Highly proficient in the Microsoft Office suite, particularly MS Word, MS Excel, and MS PowerPoint.
Travel requirements Ability to travel approximately 25% of the time. Physical Demands Normal office environment Applicants may be required to appear onsite at a Wolters Kluwer office as part of the recruitment process. Compensation: Target salary range CA, CT, CO, DC, HI, IL, MD, MN, NY, RI, WA: $153,200 - $216,850 EQUAL EMPLOYMENT OPPORTUNITY Wolters Kluwer U. S. Corporation and all of its subsidiaries, divisions and customer/business units is an Equal Opportunity / Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status.
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