Talent Development Partner, Latam - Sao Paulo, Brasil - John Crane

Descrição

The Talent Development Partner is responsible for accelerating the development of our internal leadership and professional talent within the Band-4 and Band-3 grade groups.

The Talent Development Partner will directly collaborate with organizational leaders and human resources (HR) business partners to identify high potential talent across the division, and to help establish and implement Employee Development Plans (EDP).

The Talent Development Partner will have the responsibility to help organizational leaders create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or Smiths Leadership Behaviours.

Talent development key performance indicators (KPI) will focus on the improvement of internal talent progression rates, leadership diversity, and sustained improvements in high potential talent retention.

The Talent Development Partner will also participate with the Smiths Talent Center of Excellence (COE) to help explore and facilitate greater cross-divisional opportunities for our high potential talent.

• Ensure compliance to Smiths Group and division policies (i.e., Code of Ethics, Human Rights, EEOC, etc.) during the support of talent development/acquisition related activities and talent engagement.
• Collaborate with division Global HR Directors and Region HR Business Partners to identify high potential talent across the division within the Band4 and Band3 grade groups.
• Collaborate with region organizational leaders to ensure that identified high potential talent have updated management input (i.e., strengths, areas of development, career aspirations, loss risk, mobility/family considerations, and summary comments) in their TalentSearch Talent Profile.
• Help encourage identified high potential talent to update their own TalentSearch Talent Profile details (i.e., employment history, education history, certifications, languages, mobility/family considerations, and job preferences).
• Collaborate with division Global HR Directors and Region HR Business Partners to identify new/existing high priority positions in the region where a vacancy is expected, and available internal high potential talent pools suitable to review for those positions.
• Reinforce the importance and our focus on an inclusion and diversity mindset when identifying high potential talent and when considering internal/external talent pools for new/existing high priority positions in the region.
• Continuously monitor the diversity and progress of our early career (i.e., DISCOVER) and technical career (i.e., SUMMIT) talent pipelines and ensure their longterm readiness and development is being considered in region succession plans for high priority positions.
• Collaborate with region organizational leaders to create practical development actions designed to help strengthen identified areas of development related to critical professional skills and/or Smiths Leadership Behaviours.
• Drive high potential talent engagement by providing coaching and career development guidance that will help them successfully complete assigned development actions, and that will help prepare them as they transition into future target positions.
• Develop EDP for identified high potential talent and ensure that all key stakeholders (i.e., region VP, direct managers, direct managers of development/target positions, global/region HR, etc.) are properly informed and in agreement with proposed EDP.
• Implement, monitor, and provide all key stakeholders with regular EDP implementation progress updates as required.
• Partner with region organizational leaders to help communicate/share EDP and development actions with high potential talent if/when appropriate.
• Partner and coordinate with Smiths Global Mobility team and region HR teams to support implementation of EDP that result in the relocation of high potential talent between locations/countries/regions.
• Actively participate in region talent reviews and succession planning discussions and provide organizational leaders with high potential talent recommendations.
• Consult the Rewards team to ensure identified high potential talent are competitively aligned to market salary trends/ranges and division guidance.
• Continuously review, evaluate, and implement internal high potential talent development process improvements.
• Provide monthly EDP implementation progress tracking for all identified high potential talent in the region.

All qualified applicants will receive equal consideration for employment regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, economic status, disability, age, or any other legally protected characteristics.