Talent Management - New York, United States - Sumitomo Mitsui Banking Corporation

Description

Role Description

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.

Role Objectives: Delivery

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.

Role Objectives: Interpersonal

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.

Role Objectives: Expertise

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.

Qualifications and Skills

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.

Additional Requirements

24 month review completed and approved by Chase Macula on 2/1/2022.

Deliver programs targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Educate HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute within assigned verticals.

Deliver programs that are targeted to attract, develop and retain the company's talent pool. Drive talent management and leadership development through programs, custom competency models, succession plans and executive level promotions or appointments. Provide executive coaching (directly or via supervising external coaches) and/or stakeholder reviews, and help administer 360 surveys, etc. for high potential talent and/or future leaders. Facilitate the nominations / selection process for annual / marquee leadership development programs across the organization within assigned vertical(s). Measure and evaluate the effectiveness, status, outcomes, etc. of talent strategies. Educate and/or train HR partners regarding talent planning processes, and provide guidelines, data and other support to help execute and gather requirements within assigned vertical(s).

Work closely with management teams to provide credible recommendations, analytics and/or tools to help drive consistency and completion of talent processes / strategies. Partner with HR business partners and COEs to train, inform and support various talent initiatives including ratings calibration, competency criteria, succession planning and multi-rater reviews. Work with D&I, learning, HRBPs and/or internal clients to deploy leadership development programs / training and overall talent recommendations / reviews. Partner with legal, corporate communications, employee resources groups (ERGs) and other infrastructure partners / councils to effectively implement and communicate strategies, processes and data that remain in compliance / aligned with regulations and the company's values / policies. Build a strong external network with executive coaches and various organizations / vendors that support talent management processes and strategies.

Utilize talent management experience, certifications, credentials (i.e., strengths-based leadership and coaching) and/or education (i.e., BA / BS) to maintain subject matter expertise (SME), consultative and relationship building skills, and credibility with internal clients. Apply talent management principles and expertise when delivering talent processes / programs, communications and other requirements for internal clients. Have expertise and/or certifications in executive coaching, workplace performance predictors (i.e., Hogan Assessments), personality assessments (i.e., MBTI), behavioral assessments (i.e., Predictive Index) group dynamics (Tuckman's Theory), project management, etc. to help deliver a wide variety of needed talent solutions to clients. Educate others regarding innovations, trends and research in the talent management field to demonstrate the unique strategies, knowledge and experience that the talent management role brings to the business.

Recommended years of experience: 10

D&I Commitment

Responsible for fostering a culture of diversity and inclusion, holding leaders accountable for creating an inclusive environment through awareness and practice of equity in recruiting, developing, and promoting diverse talent.