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Executive Director, Global Talent
Estee Lauder
New York, NY, United States
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Description
The Executive Director, Global Talent position will manage all Global HR related employee processes and activities, including but not limited to global Open Positions, Talent/Recruitment Dashboards, Talent Analytics and Forecasting, etc. The incumbent will work closely with HR Business Partners and the Finance Value Realization team drive the process, ensure information is accurate and report on all people related impacts for Senior Leadership and external key stakeholders.
• 50% Lead HR and Talent Analytics to support strategic decision making with the HR and business strategy:
• Open Positions and Employee Productivity Planning (EPP) - Lead the global open positions reporting process. Review, plan, estimate and analyze of all employee cost activities and related metrics. Prepare and provide a thoughtful analysis update once a month to the CFO and CHRO – capture and track follow ups.
• Workforce/ Talent Forecasting: Lead the workforce and talent analytics to enable the organization to plan for organizational shifts and changes to support the changing business, and gain the ability to provide a clear long-term Talent Strategy.
• 15% Performance Rating Distribution – Manage the review of the year-end performance rating distributions (RDR) for global employees. Provide analysis of Performance Development Plan ratings distribution across Brands, Functions and Regions to ensure global consistency. Streamline existing RDR process to enable efficient PDP data collection and analysis.
• 15% Provides input for the Global Talent and Global HR Strategies and sets the direction for global strategies that impact long-term business performance and financial success for area of responsibility.
• 10% Flexibility – In partnership with the Benefits team and HR Business Partners, manage the employee Flexibility program. Project manage each stakeholder/business unit. Provide a thoughtful analysis at the end of each program and share results.
• 10% Responsible for leadership and development of direct reports.
The High-Touch Leadership Competencies provide the framework to build and grow the skills, knowledge, and behaviors in each employee to lead from every chair. Everyone is expected to lead in every position. All of the High-Touch Leadership Competencies are important to success. However, in each position there are three competencies that are imperative for job success.
• Thinks Strategically: Takes a broad view of the business, industry, and consumer environment to anticipate
and plan for the future. Identifies the focus and defines where to play, how to win and what capabilities and
management systems are required.
• Aligns and Engages the Team in the Vision: Provides clarity to each team member on their role in achieving
the vision, strategy, and goals.
• Embraces and Initiates Change: Distinguishes what to preserve and what to change. Has the courage to
initiate and lead the changes that drive success.
• Demonstrates Learning Agility: Ability to anticipate change, face reality, draw conclusions, and swiftly
mobilize to adapt to changing needs and demands.
• Strives for Excellence in Execution: Proactively seeks ways to improve personal and organizational
effectiveness to meet current and future business needs. Learns equally from successes and failures.
Qualifications
Minimum Education level: University Degree
Minimum Years of Experience: 10 Years
% Travel Time: 10%
Required Language Proficiency: English
Licenses or Certifications:
English
Additional Job Specifications (e.g., physical demands, working conditions, equipment/machinery, specific skills, etc.):
Job Requirements & Qualifications:
• Business knowledge
◦ Leverages understanding of internal and external best practices in the industry to inform work.
◦ Recognizes business development and improvement opportunities to support business strategy.
◦ Has a working knowledge of financial measurements used in the business
◦ (e.g., budgets, forecasting and longer-term business planning).
• Customer focus
◦ Understands the connection between the organization’s strategic objectives and internal and external customers and aligns to meet expectations.
◦ Acts as trusted advisor and consultant to meet the customers’ needs.
◦ Proactively obtains and accepts feedback for improvement and creates related action plans for self and others.
• Data analytics and decision making
◦ Considers the strategic, financial and operational impact of decisions when taking action.
◦ Implements scorecards and Key Performance Indicators to drive fact-based decision making that supports the Company’s strategic plan. Identifies areas of concern and offers solutions.
◦ Actively seeks additional information as necessary to ensure the “full picture” is understood.
◦ Brings teams to reach decision after collecting appropriate level of input.
• Project Management
◦ Designs and leads projects.
◦ Ensures alignment to business goals.
◦ Creates project milestones and stakeholder and resource requirements.
◦ Measures success and communicates results and business impact. Proactively obtains and accepts feedback for improvement and creates related action plans for self and others. Respects decision rights across the organization.
• HR Partnership
◦ Delivers solutions based on strong understanding of HR disciplines, policies and practices, as well as the external factors impacting them.
◦ Understands the linkages between the various sub-functions and how to apply them to the business. Leverages best practices and external networks to execute best-in-class people-processes.
◦ Aligns with decisions made. Partners with others in HR to ensure projects align across the HR organization.