Director, Talent Programs and Management - Williston, United States - Point B

Description

Point B is a consulting firm that is trusted by the world's leading organizations and specializes in business transformation and technology services.

We are committed to making an impact for our customers and leveraging technology to unlock human potential.

We help accelerate our customers' progress toward meaningful outcomes by bringing together cross-industry expertise, proven process, and transformative technology to activate shared potential.

Our diverse set of experts spans 13 U.S. locations, with international reach via our partnership with Nextcontinent. We're united by our desire to help our customers succeed, wherever they do business.

Point B has been consistently recognized as one of the best places to work by Fortune magazine, The Wall Street Journal, Consulting magazine, BuiltIn, , and many others.

Firmwide Operations at Point B delivers internal and external results through leadership, process, people, and technology while supporting employees in delivering their best for our customers.

Our operations team includes roles focused on People & Culture, Talent & Executive Talent, Risk & Legal, Finance & Accounting, Travel & Events, Communications & Change Management, IT & Facilities, Business Operations, and Marketing.

Working across these disciplines, we create the foundation from which Point B'ers discover and grow their careers.

The Director of Talent Programs and Management creates and nurtures a performance driven culture and enables new associates to acclimate into the company culture and be prepared to deliver value quickly.

This individual is accountable for the design and delivery of Point B's onboarding and early career talent programs, design and oversight of the performance management process and programs that drive employee engagement and productivity, and the design of succession planning, talent reviews and leadership development processes and programs.

WHAT YOU'


LL GET TO DO:
Onboarding Programs

Design the strategy and approach for Point B's new hire onboarding program and oversee development and delivery of the program to ensure a successful onboarding experience for new employees.

Identify different needs of talent pools (e.g. executive vs. early career talent) and modify onboarding strategy and other programs as appropriate.

Partner with learning and development, SMEs from the business and contractors to develop the content required to implement consistent, engaging and effective onboarding programs.

Develop and manage budget for onboarding programs.

Select and manage the tools and vendors needed to successfully deploy onboarding programs.

Identify Key Performance Indicators (KPIs) and monitor and act on feedback and data.

Understand industry best practices and trends to enhance efficiency and effectiveness of our onboarding process; and

Oversee and manage full-time employees (FTEs), contractors and business SMEs who are supporting the execution of talent onboarding programs.

Performance Management

Design and manage performance management processes, including goal setting, performance reviews, and feedback mechanisms.

Collaborate with leadership to establish clear performance expectations and goals aligned with the organization's strategic objectives.

Facilitate the process of setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for employees that are aligned with organizational priorities.

Design and oversee the performance review process, including scheduling regular performance appraisal meetings.

Develop training for managers and employees on how to conduct effective performance reviews, emphasizing constructive feedback and goal setting, and fostering a culture of continuous feedback and development.

Partner with Total Rewards to ensure performance management outcomes are aligned to the holistic Total Rewards strategy and are tied to individual and team achievements, reinforcing a performance-driven culture.

Collaborate with HR Operations to train people managers on addressing issues where employees are not meeting expectations.

Use data and analytics to assess the effectiveness of performance management programs and identify trends and areas for improvement based on performance metrics.

Partner with the learning and development team to design and implement relevant training programs.

Stay informed about employment laws and regulations related to performance management and ensure that performance management practices comply with legal requirements and industry standards.

Communicate performance expectations, changes in processes, and updates related to performance management to employees and managers.

Foster open communication channels for discussing performance-related matters.

Leverage performance management software and technology to streamline processes, enhance transparency, and facilitate; data-driven decision-making.

Oversee and manage full-time employees (FTEs), contractors and SMEs who are supporting Performance Management.

Succession and Employee Development

Develop and lead the organization's succession planning strategy, aligning it with the overall business strategy and long-term goals.

Identify key positions and critical roles that are essential for the organization's success.

Identify high-potential employees and assess their readiness to take on leadership roles.

Develop and implement programs for recognizing and rewarding high-performing employees.

Design the strategy and approach for HR Business Partners and Business Leaders to conduct talent reviews and evaluate skills, competencies, and potential gaps.

Design and implement leadership development programs to groom and prepare employees for future leadership roles.

Establish and maintain succession pipelines for key positions, ensuring a pool of qualified candidates for leadership roles.

Collaborate with the HR Business Partners and Business Leaders to align succession planning efforts with talent management, recruitment, and workforce planning initiatives.

Establish and monitor key performance indicators (KPIs) to measure the success of succession planning efforts and make data-driven improvements.

Oversee and manage full-time employees (FTEs), contractors and SMEs who are supporting Succession and Employee Development.

Team Leadership

Establish core competencies and performance goals and foster a culture of accountability.

Provide regular coaching and mentoring to maximize professional growth and performance.

Develop leaders through performance management, consistent feedback, and development opportunities that help them achieve their professional goals.

Build and manage a versatile team that can share information and quickly and effectively pivot to meet emerging business and operational needs.

WHAT WE OFFER:
An environment that encourages you to identify new opportunities and the support to make it happen.

The opportunity to build and be part of a fun and collaborative culture with teams that are as passionate about their communities as they are about their work.

A comprehensive, flexible Total Rewards program that supports and recognizes each individual's unique needs and contributions to the firm.

WHAT WE EXPECT YOU'


VE ALREADY DONE:
B.A. and MBA preferred but not required.

10+ years of relevant experience.

Demonstrated experience designing and leading talent programs.

Previous consulting or professional services experience preferred.

Excellent interpersonal, teaming, and presentation skills

Strategic thinking and problem-solving; ability to develop actionable recommendations that support business strategy, financial goals and workforce planning needs.

Growth mindset, driving short and long-term innovation as well as operational excellence.

Proactive and accessible people leader with demonstrated success in fostering high-performing and collaborative teams.

Ability to synthesize information, develop sound recommendations and present data to aid in effective decision-making.

Accountable to outcomes without sacrificing experience.

Agility to adapt to changing business priorities and market trends.

THE KIND OF PEOPLE WE LOOK FOR:
Innate problem solvers who want to grow in a flexible, collaborative culture.

Engaging leaders who make a positive impact on their firm, clients, and communities.

Successful in ambiguous environments

Desire to and ability to learn.

Passion for Point B's Mission, Vision, Values & Culture

Gets it done brand and attitude.

Ability to travel quarterly for team meetings.

Ability to work from home.

Ability to work non-standard work hours when necessary.


COMPENSATION AND BENEFITS:
The estimated salary range for this role is $136,500 - $226,500 USD per year. This salary range is provided as required by local and state law as applicable.

Individual salaries vary on a number of factors including but not limited to geography, skills, education, experience and unique qualifications where applicable.

Bonuses are awarded at Point B's discretion and are based upon individual contributions and overall firm performance.

INTRIGUED TO LEARN MORE?

When you apply for this role, your information will be personally reviewed by our talent acquisition team (not by a robot).

You can expect to hear back from us with feedback if we think there could be a fit and what next steps look like.

WHAT MAKES POINT B DIFFERENT?

Our Founding Purpose and Values of our firm. Be part of a fun and collaborative culture with teams that are as passionate about their communities as they are about their clients

Employee Ownership – Giving you a voice in directing your career and building our firm

Benefits – Our comprehensive package includes competitive base pay and an annual bonus, complete health benefits including an option for 100% employer paid premium for medical, vision and dental coverage for employees, ownership shares through our ESOP, self-directed time off and more

Work-Life Balance – A unique culture that recognizes the importance of flexibility and collaboration. Our local and national model empowers you to choose the life you want

Award winning – We are proud to be named a Best Workplace in the US by Fortune magazine, Best Workplaces for Millennials, and Best Workplaces for Women.

Hear more about why people love working at Point B on GlassDoor

Point B is an

equal-opportunity employer

committed to a diverse workforce.

We provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

You can read more about our commitment to diversity on our website.

Point B is committed to providing equal opportunities for persons with disabilities or religious observances, which includes providing reasonable accommodation for in any individuals with disabilities or for religious purposes.

Applicants with disabilities may contact our Accommodations team at or to request and arrange for accommodations through the application and/or recruiting process.

If you need assistance to accommodate a disability or religious observance, you may request an accommodation at any time.


Please note:
This mailbox is only for accommodation requests or questions. Please use the Contact Us form for any recruiting inquires.

Legal Information for Job Seekers can be accessed on our Careers Website.

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

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