Global Talent Management Lead

Hard Rock Hotel & Casino Ottawa

United States

Sur place

USD 95 000 - 135 000

Plein temps

14 jours+

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Résumé du poste

Hard Rock Hotel & Casino Ottawa is seeking a Manager of Talent Management to partner with business and HR leaders to design enterprise talent programs that strengthen performance, development, succession, and organizational readiness across multiple properties and global locations.

You will lead talent reviews, develop goal-setting practices, and translate talent data into actionable executive insights while collaborating with Learning, Compensation, Talent Acquisition, and HRIS teams to ensure

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field.
Five or more years of progressive Human Resources experience, including substantial experience in talent management and experience across several areas such as performance management, succession planning, talent reviews, goal management, talent analytics, job architecture, or related programs.

Responsabilités

Lead the implementation and continuous improvement of assigned talent programs within the enterprise strategy and governance framework established by the Director.
Manage assigned initiatives from planning through launch and evaluation, coordinating stakeholders, timelines, risks, testing, adoption, and follow-up actions.
Develop communications, training, leader resources, and change-management plans for assigned initiatives in alignment with the enterprise approach established by the Director.
Lead assigned performance review cycles, including annual, mid-year, 60-day, and other review processes, from preparation through completion and post-cycle evaluation.
Coordinate review populations, timelines, forms, communications, leader support, calibration activities, reporting, issue resolution, and process improvements.
Plan and facilitate talent reviews that assess performance, potential, readiness, talent risk, critical-role coverage, and development priorities, and translate outcomes into succession, development, retention, and internal mobility actions.
Support the development of systematic succession planning practices, including critical-role identification, successor readiness, talent risk, development actions, and progress monitoring.
Design and support goal-setting practices that connect company priorities with measurable departmental, role, and individual goals.
Analyze data before, during, and after talent initiatives to measure participation, progress, outcomes, trends, and areas of risk or opportunity.
Translate workforce and talent data into clear dashboards, executive narratives, and actionable recommendations that help senior leadership evaluate progress, identify talent risks, and determine future priorities.
Support governance and upkeep of job profiles, job families, job family groups, management levels, job levels, career structures, and related catalogs.
Conduct job and talent analyses, coordinate updates and approvals, and support annual audits to maintain alignment with the global job catalog and global job description catalog.
Partner with Learning and Development to connect talent insights with leadership capability, coaching, learning, and development planning.
Partner with Compensation on job architecture, performance-related processes, merit-cycle readiness, and consistent leader guidance.
Partner with Team Member Relations to promote fair, consistent, timely, and well-documented performance practices.
Collaborate with Talent Acquisition to develop, review, and maintain clear, consistent, and market-relevant job descriptions; align role responsibilities, qualifications, competencies, and position requirements with job architecture, organizational needs, and recruiting strategies; coordinate stakeholder input, approvals, and updates; and support accurate job postings and candidate expectations.
Collaborate with HRIS, Workday teams, HR leaders, and business leaders on talent pipelines, business requirements, process design, system testing, reporting, data validation, and workforce priorities.
Support properties and business functions with talent program implementation, leader enablement, new openings or expansions, talent assessments, and post-opening follow-up.
Build trusted stakeholder relationships, provide talent management guidance, represent the company at assigned outreach events, and lead other projects as business needs evolve.