Director of Talent Practices
PURPOSE OF THIS ROLE:
The primary purpose of this role is to lead the design, delivery and deployment of talent programs at Lowe's as well as provide consulting to leaders and HR partners across the company. The specific priorities include assessment for selection/placement/development, performance management, competency frameworks, career development and talent reviews. This role will be responsible for full-scale program implementation across the enterprise (US, Allied, and Non-US based) that includes retail stores, contact centers, regional distribution locations, and corporate offices. This role is critical as it will ensure that multiple talent processes are delivered and managed in an integrated manner to positively impact the employee experience.
Create, plan, and implement processes that are integral to the Talent Management strategy, including but not limited to: Assessment for selection, placement, and development; Performance Management; Career Development; Talent Reviews; Competency Framework/Modeling.
Provide organizational consulting on large scale initiatives from the point of engagement through analysis, diagnosis, development, implementation and measurement of interventions that enhance employee effectiveness.
Manage internal and external resources to ensure products are high quality, relevant, and can be executed within the business environment in a way that is seamless to the client.
Oversee consultants who run the design, analysis, and implementation of ongoing validation efforts, using analytics, statistics, and metrics to ensure effectiveness of programs and assessments.
Support organizational design and change initiatives with effective assessment tools and processes.
Help determine the design/set-up of technology solutions that support appropriate talent processes.
Identify and track key metrics to demonstrate linkages between applicable talent initiatives and the goals of the organization.
Drive a high performance culture by managing and facilitating the performance review processes, providing advice, guidance and tools for management to identify, motivate, develop and support high potential associates.
Determine most effective competency framework and align across multiple talent disciplines to ensure an intuitive employee experience (organize, select, align, develop, reward/recognize).
Develop approach for career-pathing aligned to role architecture.
Facilitate talent review/planning discussions, training, and presentations at various levels and audiences
Provide clear expectations and timely performance management and development feedback to encourage growth and greater responsibility.
Inspire productivity by establishing a clear vision, maintaining two-way communication, and distributing the workload in an organized manner.
Establish clear objectives and a sense of ownership among team members and then carefully monitor progress and results.
Hire, train and develop the talent necessary to achieve stated objectives providing meaningful development opportunities for individuals.
10 years of experience working for a Fortune 250 company and/or major consultancy.
5 - 8 years of some combination of assessment design and development, performance management, competency modeling, career development and talent reviews.
5 years of directly supervising others.
Bachelors Degree in Psychology, Organizational Development, Organizational Behavior, Human Resources, Business Management or a related field of study.
Demonstrated knowledge of basic scientific research methodology and statistics.
Implementation and ongoing management of talent management technology (i.e. Success Factors, Workday, Cornerstone, etc.).
Demonstrated strength in problem solving and conceptual thinking skills with acute attention to detail and accuracy.
Demonstrated strength in project management including planning, execution and follow-through.
Excellent teamwork and interpersonal skills; experience as a leader that can influence and build productive alliances is critical.
Excellent written communication.
Experience interacting with and consulting cross-functionally and with senior business leaders.
Master's Degree in Psychology, MBA or related area.
Working in a retail organization at a corporate level.
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE ® 50 home improvement company serving more than 17 million customers a week in the United States, Canada and Mexico. With fiscal year 2016 sales of $65.0 billion, Lowe’s and its related businesses operate or service more than 2,370 home improvement and hardware stores and employ over 290,000 people. Founded in 1946 and based in Mooresville, N.C., Lowe’s supports the communities it serves through programs that focus on K-12 public education and community improvement projects. For more information, visit Lowes.com.
Job ID: 1307393BR
Line of Business: Corporate
Job Category: Human Resources
Department: 0330 - Assesment
Employment Type I: Regular
Employment Type II: Full-Time
Location #: 1999
Location Name: CSC-Mooresville
Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.
Website : http://www.lowes.com/
Lowe’s has been helping our customers improve the places they call home for more than 60 years. Founded in 1946, Lowe’s has grown from a small hardware store to the second-largest home improvement retailer worldwide. Our story began in North Carolina, when Carl Buchan, part owner of the North Wilkesboro Hardware Company, envisioned creating a chain of hardware stores. He purchased the company from his brother-in-law and partner and had the foresight to anticipate a post-World War II building boom. By eliminating wholesalers and dealing directly with manufacturers, Lowe’s established a lasting reputation for low prices.