Exec Dir Talent & Performance Mgmt

CMS Energy, Corp.; Jackson (MI); Hybrid; USD 150,000 - 210,000; Full time

Benefits offered by this job

Medical, Dental and Vision

401k with company match

Paid parental leave

Up to 13 paid Holidays

Paid time off

Educational Assistance Program

Job summary

Consumers Energy in Michigan seeks an Executive Director, Talent & Performance Management to develop and execute the enterprise talent strategy, ensuring workforce capability, leadership strength and readiness to achieve business objectives.

The role partners with HR and business leaders to implement talent solutions, governance, and systems across the company, driving performance and succession planning while aligning investments with strategy.

Qualifications

• Bachelor's degree in HR or related field with 12+ years of operational HR experience and talent program leadership.
• Associate's degree in HR or related field with 14+ years of HR experience including leading talent programs.
• High School diploma with 16+ years of HR experience and leading talent programs.

Responsibilities

• Lead integrated enterprise talent lifecycle including acquisition, onboarding, development, leadership competencies, performance management and succession.
• Define and govern enterprise talent strategy aligned with HR strategy and business objectives.
• Build relationships with senior executives to provide high-quality advice and support on talent priorities.
• Establish governance, metrics and continuous improvement to strengthen program quality and impact.
• Lead data-driven analyses of talent management data to inform decisions and risk identification.
• Provide strategic leadership and develop the Talent & Performance Management team.

Skills

Partnership with leaders

Business acumen

Strong communicator

Change leadership

Lean methods

Education

Bachelor's HR degree

Associate's HR degree

High School diploma

Job description

Consumers Energy is Michigan's largest energy provider, providing natural gas and/or electricity to 6.8 million of the state's 10 million residents in all 68 Lower Peninsula counties. Consumers Energy knows job number one is to keep the lights on for customers. We are committed to delivering reliable, clean, and affordable energy to our customers 24/7.

This position is not eligible for immigration sponsorship, e.g., H-1B, TN, etc. Please do not apply if you will need immigration sponsorship for a work visa now or in the future, including sponsorship for H-1B, TN, etc., now or in the future. We are unable to hire individuals with CPT, OPT, or STEM OPT for this position as the position is not eligible for participation in the H-1B lottery program and is not eligible for current or future immigration sponsorship for a work visa.

Location: This is a hybrid (virtual/onsite) position with required onsite days on Monday, Tuesday and Thursday assigned to the One Energy Plaza headquarters located in Jackson, MI. The selected candidate must be within a commutable distance or willing to relocate (relocation package is available for those that qualify).

General Summary of Job Responsibilities

The Executive Director, Talent & Performance Management is responsible for developing and executing the enterprise talent strategy to ensure the organization has the workforce capabilities, leadership strength, and talent needed to achieve current and future business objectives. This role leads talent acquisition, learning and development, leadership and professional development and talent programs, including performance management, talent reviews & succession and talent mobility.

The Executive Director partners closely with Human Resources and business leadership to ensure talent solutions are business aligned, effectively deployed across the company and serve to strengthen organizational capability and accelerate business performance. The role is accountable for establishing integrated talent strategy, process, systems, tools and governance that align workforce investments with business needs and company strategy.

Essential Duties and Responsibilities

• Lead the development and delivery an integrated enterprise talent lifecycle, including talent acquisition, onboarding, learning and development, leadership competencies, performance management, career development, talent and succession planning, talent mobility, and offboarding, ensuring programs and practices are aligned to business strategy and future workforce needs.
• Define, execute and govern the enterprise talent strategy to align workforce capability, leadership readiness, learning and development, talent acquisition and talent programs with business objectives and HR strategy.
• Build and maintain collaborative relationships with senior executives and leaders throughout the organization, establishing professional credibility and mutual trust while ensuring that business leaders receive high-quality advice, guidance and support to advance talent priorities and plans.
• Establish governance, measures, and continuous improvement practices that strengthen program quality, adoption, compliance, and business impact.
• Other duties as assigned or may be necessary
• Lead analysis, monitoring, and tracking of talent management data to inform decisions. Accountable for data quality, reporting, and risk identification.
• Provide strategic leadership & direction to Talent & Performance Management function. Direct, coach, mentor and develop team capabilities to effectively execute the overall talent strategy.

Knowledge/Skills/Abilities

• Ability to deliver business results through effective partnership with business leaders and senior executives
• Business and financial acumen with ability to connect talent investments and business outcomes
• Demonstrated strength as a collaborative partner with proven relationship building skills at all levels of the organization
• Skilled communicator, able to convey complex information through data, story and presentations
• Able to apply lean methods and practices for continuous improvement
• Broad human resources knowledge with a focus on delivering talent and development programs, processes, and tools that deliver business outcomes
• Ability to assess data, analytics and external insights in order to identify talent risks and opportunities for pro-active planning and solutions
• Leadership Acumen with ability to coach, develop and align teams through transformation and change
• Resilient and able to positively manage a complex portfolio of high visibility initiatives

Education/Experience

• Bachelor's degree in Human Resource Management, Education/Training and Development, Business or related field and12+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.
• [OR] Associate's degree in Human Resource Management, Education/Training and Development, Business or related field and 14+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.
• [OR] High School diploma and 16+ years of significant experience in operational Human Resources, including experience leading the development of talent and development programs; and experience leading and developing teams.

Why should you join our team?

At Consumers Energy, we offer more than just a place to work. We foster a culture that supports career development, growth, and stability, and we take pride in offering our co-workers excellent benefits and compensation packages. We are deliberately creating an inclusive culture that makes our diverse team of co-workers feel valued, supported, and empowered every day. We're a company made up of thousands of people, all with different stories to share and work to do, but we stand united in our company purpose: world class performance delivering hometown service.

What we offer:

• Competitive compensation packages
• Medical, Dental and Vision
• 401k with company match
• Paid parental leave
• Up to 13 paid Holidays
• Paid time off
• Educational Assistance Program

Diversity, Equity & Inclusion:

We, at CMS Energy, value Diversity, Equity, & Inclusion. It is part of our DNA. We treat our employees with respect, we treat each other fairly and we value the opinions of others. We are passionate about building and nurturing an environment where everyone feels included. We don’t discriminate. We seek to learn about each other and better understand our unique differences. Our uniqueness makes us authentic. We create safe spaces where everyone can be who they truly are. We invite difficult conversations and uncomfortable topics. We value diverse perspectives; this is what makes us great together. We harbor an inclusive environment where employees feel empowered to share their backgrounds, experiences, and ideas. Our Employee Resource Groups, Women in Energy (WE), Minority Advisory Panel (MAP), Pride Alliance of Consumers Energy (PACE), GENERGY (Different Generations), capable (Different Abilities), Interfaith, People Planet Partners, and Veterans Advisory Panel (VAP) are key enablers to living the values of our company culture: Caring, Empowered, Deliberate, Agility, and Ownership.

All qualified applicants will not be discriminated against and will receive consideration for employment without regard to protected veteran status, disability, race, color, religion, sex, age, sexual orientation, gender identity or national origin.

Consumers Energy is an Equal Opportunity Employer, please review our Equal Employment Opportunity Policy, Family and Medical Leave Act, and Military Leave Allowance. CMS Energy endeavors to make https://careers.consumersenergy.com/ accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact our team at [e-mail]. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications. ACCOMMODATION NOTICE: Federal law and many state laws require employers to make accommodations to disabled applicants and employees where the accommodation does not impose an undue hardship on the employer. For those applicants seeking a position within the State of Michigan, a disabled individual needing accommodation for employment must notify the employer in writing within 182 days after the need is known or should have been known. Michigan law provides that failure of a Michigan employee to properly notify the employer will preclude any claim that the employer failed to accommodate the disabled individual. However, this does not waive an individual’s right under the Americans with Disabilities Act of 1990, as amended, which sets no time limit for requesting an accommodation nor does it require such accommodation to be in writing.