VP of Talent Management

Purpose of the Role This role is integral to achieving our strategic pillar of Growing Our People by ensuring the organization has the right people in the right roles to achieve our business goals and objectives.
The VP of Talent Management will implement and oversee talent strategies and initiatives that enhance manager effectiveness and increase employee engagement.
This includes building a Talent Management framework that will align work, roles, and structure to our organizational strategy.
This position contributes to creating a workplace that nurtures talent, fosters collaboration, and drives long-term success for the organization while fostering a sense of Belonging for all members of the Rehrig Pacific Family.
Areas of Accountabilities Talent Management Process framework Collaborate with executive leadership to understand business goals/objectives and develop a strategic process for aligning work, roles, and structure for the organization.
Develop and execute the organization’s Talent Management Process framework based on Requisite Organization theory.
Lead and implement talent management strategies aligned with the company’s mission, vision, and values.
Establish key performance indicators (KPIs) to measure the effectiveness of talent management initiatives and drive continuous improvement.
This includes monitoring and advising organizational leaders on approach and solutions.
Talent Calibration and Succession Planning Implement the Talent Talk and Succession Planning process for the organization.
Establish a cadence to identify, discuss and create action plans for key talent.
Define the criteria that will be used for evaluating talent to ensure inclusivity and fairness.
Build and lead programs to ensure a strong internal pipeline of emerging leaders for the organization.
Frontline Talent Visibility Develop Visibility Growth paths and processes for Frontline Employees.
Design the resources to grow identified talent in collaboration with the L&D team.
Discover and partner with external resources to define creative pathways for identified frontline high-potential talent to receive the appropriate training/education to achieve their career goals.
Performance Review & Appraisals Oversee the company’s performance review process, ensuring clarity in expectations.
Collaborate with executive leadership to ensure performance initiatives support the company’s strategic vision.
Provide guidance to managers on conducting effective and objective performance appraisals and feedback sessions.
Monitor and guide the successful implementation of employee individual development plans by ensuring expectation clarity to our managers on their role in developing team their members.
This includes providing resources, tools, and monitoring on utilization of related systems and processes.
Utilize data analytics to identify trends, patterns, and areas for improvement.
Develop and implement performance management strategies aligned with the organization’s vision and values.
Ensure accountability and effectiveness of Human Capital Business Partner function Lead a team responsible for various aspects of organizational effectiveness.
Provide leadership and guidance on talent management, workforce planning and managerial effectiveness.
Ensure our managers are proficient in applying Managerial Leadership Principles based on Requisite Organization Theory.
Develop and implement strategies to enhance employee engagement and manager effectiveness.
Deep dive into Great Place to Work data and implement initiatives to support business unit leader action plans.
Knowledge, Skills, and Experience:? Bachelor’s degree from an accredited institution; relevant post graduate degree a plus.
10+ years of experience in talent management, organizational effectiveness, or related roles, with a track record of implementing talent strategies that contribute to organizational success.
Strong leadership skills with the ability to lead and motivate a team toward achieving common goals.
Experience in providing guidance, support, and feedback to team members with varying levels of expertise.
Ability to foster a sense of camaraderie while guiding teams through periods of growth, transition, or change.
Excellent communication, collaboration, and interpersonal skills, with the ability to build relationships with internal and external stakeholders.
Demonstrated ability to lead and facilitate organizational change initiatives and to establish strong working relationships inside and outside the organization.
Understanding and appreciation for organizational culture and the ability to navigate and influence positive change.
Strong analytical and problem-solving skills to assess organizational needs and recommend effective solutions.
Results-driven mindset with a focus on achieving measurable outcomes and improving organizational performance.
Commitment to staying updated on industry trends, best practices, and emerging technologies related to organizational effectiveness.
Ability to maintain a mission-driven culture supported and reinforced by the company’s five core values: Family, Service, Growth, Intranpreneurship and Innovation.
Minimum 40% of time spent traveling by airplane.
The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs.
The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled.
At Rehrig Pacific, compensation decisions are dependent on the facts and circumstances of each case.
A reasonable estimate of the current range is $175,000-$225,000.