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Principal - Talent Management (Planning & Performance) - 2974 in Houston, TX at Westlake Chemical

Date Posted: 1/25/2018

Job Snapshot

Job Description

Given company’s talent management strategy, the Talent Management Principal acts as functional lead for company-wide talent planning and performance management, recommending and establishing organizational standards, timelines, practices, policies and programs.  Provides talent planning tools and expertise to support Company’s overall business success through talent identification and assessment, as well as evaluation of organization talent gaps.  Establishes and maintains performance management system and feedback process for Company.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Maintains prospective view of talent needs across the company through ongoing talent and workforce planning, analysis and reporting.  Works closely with business leaders and Human Resources Business Partners (HRBPs)to understand current and anticipated business challenges that affect talent needs.  Researches and understands trends relative to Westlake’s core business and the labor market.
  • Under guidance of Director – Talent Management, develops and supports implementation of periodic organization-specific and company-wide Talent Reviews, integrating organization-level plans.  Designs templates, tools and methodologies to support robust evaluation, identification and tracking of key talent throughout the organization, including early-career talent. Provides input to individual development plans.  Supports Director – Talent Management during design and implementation of senior-management Talent Review sessions
  • Based on strategic direction from executive and Human Resources management, prepares company-wide succession plans for designated levels of the organization.   Ensures identified succession to specific positions and internal succession pipelines for key job functions and levels. 
  • Develops strong perspective on succession, leadership & other key talent, including their technical, managerial and leadership abilities.   For defined population of key talent, takes measures to know individuals and their career aspirations. Oversees individual development program to ensure implementation of development plans for each key talent. Makes recommendations to balance movement of internal talent versus external hiring.
  • Recommends use of best practices in the field of performance management to support organizational and individual success. Ensures that HRBPs and management have the tools they need to provide meaningful performance feedback to employees throughout the year. 
  • With input from human resources management, plans and guides annual performance management cycle activities, assuring that employees are evaluated using consistent expectations and processes.  Ensures availability of tools/processes to address individual problem performance.
  • Based on parameters set by Director – Talent Management, recommends and develops assessment methodologies to that support better understanding of current and prospective talent including abilities and work approach.
  • Based company employee engagement strategy, leads project planning and implementation of Employee Engagement Survey, including evaluation of survey results and action planning to address key survey results.
  • For identified critical jobs, helps define success profiles that include key work experiences and skill sets that prepare managers for critical roles. 
  • Supports development and application of competency models that act as frameworks for communicating consistent hiring requirements, assessing talent, articulating job expectations, managing performance and developing talent.  Supports development of career ladders for designated job families.
  • Develops and generates metrics and other reporting to allow oversight and identification of talent issues or areas requiring additional attention or resources.   Given management direction develops Workforce Plan based on employee and business data.
  • Interacts with field human resource personnel, hiring managers and executives to understand how the talent management processes are functioning from management’s perspective, recommending process improvements and adjustments as appropriate.
  • Provides suggestions to resolve emerging talent management issues such as unforeseen talent shortages, excess workforce: moving employees from other parts of the organization, external recruitment, or other sourcing options (temporary employees, contractors, consultants, etc.)
  • Establishes personal and company presence at professional societies and relevant organizations with the goal of understanding current best practices in talent management.
  • Directs work of professional staff and administrators.  Leads projects across the organization.                                                    

QUALIFICATIONS

  • 7 or more years of progressive experience in the field of talent management such as workforce planning, talent review, assessment and succession planning.  Experience may include combination of staff (HR Center of Expertise) and HRBP roles that involved project planning/implementation across significant business segment.
  • Proven ability to evaluate and determine levels and types of talent, including ability to discern leadership capabilities.   Previous use of various talent assessment tools strongly preferred.
  • Demonstrated ability to manage projects across an organization.
  • Established ability to develop and utilize metrics preferably to support workforce planning.
  • Demonstrated interpersonal, communication and presentation skills.
  • Recognized ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership.
  • Knowledge of HR best practices in the Talent Management arena, HR laws, policies and procedures

EDUCATION and/or EXPERIENCE

  • Bachelor’s degree in Industrial Relations, Labor Relations, Human Resources, Business Administration or related fields. Master’s degree and PHR or SPHR certification preferred. 

PHYSICAL DEMANDS

While performing the duties of this job, the employee is frequently required to sit; stand; walk; use hands to touch, handle, or feel; reach with hands and arms; and talk or hear.  The employee is occasionally required to stoop, kneel, or crouch.  The employee must regularly lift and/or move up to 10 pounds.  Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

WORK ENVIRONMENT

The noise level in the work environment is usually moderate as normally based in an office.  Some of the work may be required in the operating units which can require usage of required PPE including safety glasses, hearing protection, etc.  May also result in exposure to outside elements and may require usage of stairs and elevators.  Travel up to 20% including air travel or auto travel.

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