Manage tasks related to the design, development, and governance of the L&D and OD/TM areas. Focus on creating and vetting functional strategy, developing company programs, designing/building tools to support HRBPs, and providing functional governance/advice. Ensure services and deliverables meet or exceed organizational objectives, follow HR and business strategies, and integrate as appropriate with other Centers of Excellence. Support the broader HR service delivery model and ensure alignment with HR Operations (Shared Service Center) and other stakeholders such as local HR offices and HR Business Partners (HRBPs). Maintain the utmost confidentiality in dealing with employee records and business information. Direct and support the work of staff. As a Manager, this role has significant authority regarding personnel and organizational matters (e.g., performance evaluations, increases, bonuses, discipline, and promotions) but approval and ultimate accountability may rest with the head of TOD.
The COE Manager should be generally competent to perform the duties of any Specialist jobs supervised.
Major Duties & Responsibilities:
Develop highly flexible and result-oriented OD/TM and L&D functions that provide career development and training for the company.
Under the guidance of a functional head, develop, articulate, and vet functional strategies. Align functional strategies and policies to HR and business objectives, leveraging HR Business Partners to understand business priorities and opportunities
Design tools, templates, and other supporting materials to create consistency of quality and practice for functional programs. Educate and support HR Business Partners on the appropriate way to execute and leverage these materials with assigned business units
Provide overall functional governance for specialized area of expertise. Ensure processes and procedures are effective, efficient, and followed by the HRBPs and HR Operations
Manage all aspects of the Career Facilitation program from marketing and communication to implementation and measurement/feedback.
Manage the Emerging Leaders program within the LFT from all aspects including marketing to communication, program development, measurement and management of the Emerging Leader Talent Board.
Partner with the Head of Talent & OD on aspects of the broader LFT program including communication and program design/execution.
Lead all aspects of the Director promotion process from strategy and process to training panelists, communications to candidates, scheduling and facilitation of debrief sessions with the panels.
Lead the Mobility Days annual initiative for the North America platform including liaising with Group HR on communications and events.
Responsible for leading and managing the strategy and execution of Spirit Week for the North America platform.
Lead and facilitate the Internal Talent Mobility process in partnership with Recruiting
Create and facilitate annual performance management training.
Coordinate with the multiple superusers of My Development (e.g., Compliance, IT Security, Employee Relations) on annual training strategy.
Manage special projects that come from a variety of sources including Head Office (e.g., Conduct Training, Sales Training).
Provide diagnostic and consultative services regarding specialized issues that require deep functional expertise. Analyze and help define problems and produce potential solutions or recommendations for HRBPs and/or business area approval
Ensure compliance with relevant laws, policies, and compliance standards. Build and nurture strong working partnerships with HRBPs, business managers, HR specialists, other company functions, and external providers to promote the value to be added by the HR function
Handle casework escalated from HR Operations as appropriate where deep functional expertise, analysis, sensitivity, and business impact are critical factors
Lead and implement specialized projects, or components of larger cross-functional projects, to enable appropriate changes in HR policy or practice
Work with the HR Operations team to govern and facilitate and review the ongoing development, evaluation and maintenance of documentation (e.g., Standard Operating Procedures, Work Instructions) to ensure complete, accurate, and up-to-date depiction of processes
Meet regularly with third party vendors (as necessary) to ensure service levels are being met and issues are being handled based on contract terms
Negotiate all vendor contracts; negotiate to reduce standard fees
Support major projects such as acquisitions, divestitures, or restructuring related to assigned functional area
Ensure that customers, partners, and stakeholders are kept up-to-date with appropriate, timely, and relevant communication of trends, issues, and services
Manage the learning and development process at all levels for the US territory including all aspects of training
Support and design talent development activities
Facilitate the Career Development Board and partner with them to develop the vision and direction for Career Development in North America
Ensure Compliance and Adherence to Business Objectives
Stay up-to-date on trends and developments expertise within TOD, proactively provide ideas and information to the Head of TOD regarding best practices and trends. Work to enhance the capability of self and team
Maintain all compliance requirements. Analyze and correct errors and ensure proper quality controls are in place to avoid future errors
Assist the head of TOD with the execution of the compliance programs, internal audits, external audits, and government audits
Partner with other groups to coordinate service delivery strategies and processes across the organization. Participate, lead, or support cross-functional service center projects and ensure timely completion of assigned responsibilities within established constraints
Partner with the HR Operations team to design and develop functional reports and metrics. Review and analyze information to drive performance, identify trends, and develop/implement functional improvements, escalating issues and proposed solutions as appropriate
Establish strong relationships with executive level Managers to understand their needs and concerns about learning and development
Engage and align with appropriate level of executive management to market TOD capabilities with the HR Partners
Collaborate with Global TOD team on best practices
Develop and manage departmental budget
Staff Management & Development
Lead team performance and measure results to improve effectiveness and efficiency. Encourage continuous learning and work with the head of TOD to identify gaps and solutions. Ensure support of strategic business & operational direction and seek to drive continuous customer service improvements
Coach and mentor staff to support a high-performance team. Assist the head of TOD to set goals, support growth and development of team members.
Support organizational direction and culture. Effectively manage day-to-day employee performance using established company tools/methodology. Provide input to personnel decisions (e.g., compensation, recognition, transfer, promotion) as requested. Ensure that company policies and practices are followed, and set an example for team members
Participate in the development and delivery of training for internal staff, specialist groups, or others as needed
*Perform other duties as assigned*
Required Experience / Qualifications:
9+ years of experience in TOD, concentrated in leadership development
Strong Microsoft Word, Excel, PowerPoint skills
Experience with an ERP system (PeopleSoft/Oracle preferred)
Experience with TOD systems and service providers
Desired Experience / Qualifications:
Previous experience working within Financial Services, supporting a Capital Markets business
Experience in a service delivery model with shared services preferred
Employee training experience
Advanced Degree in HR
Certification in assessments such as MBTI, DiSC, Social Styles, and facilitation experience
Experience working for a multi-national firm
Education, Training and Licensing:
Bachelor's degree or equivalent education, training, & experience required; professional certification preferred
Some interdisciplinary perspective and experience; end-to-end knowledge of processes