Regional Talent Manager
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Job summary
NSG Group is seeking a Regional Talent Manager for North America to design and oversee talent management strategies, succession planning, and performance management across the region. The role will collaborate with regional HR, SBU heads, and senior leaders to ensure alignment with NSG Group Strategy and DEI initiatives.
The position will involve leading a content creator/trainer and working with HR professionals to implement talent development programs, retention strategies, and talent-related
Qualifications
- 7+ years of HR leadership experience.
- Bachelor’s in HR, organizational leadership, or related field.
- Experience with performance management systems.
- Strong analytical and communication skills.
Responsibilities
- Lead talent management strategy and programs regionally.
- Drive succession planning and talent reviews across SBUs.
- Partner with HR and business leaders on organization design.
- Develop Personal Development Plans and oversee training initiatives.
- Oversee talent mobility and retention initiatives.
Skills
Education
Tools
Job description
NSG is looking for a Regional Talent Manager for North America that will be responsible for a wide range of talent-related activities. Talent management provides the input to the design of succession planning, talent review, performance management across organization, strategies for talent acquisition and retention, and contributes to the design of best practices aligned with NSG Group Strategy, Operational Excellence, DEI, and Employee Engagement across the organization - enhancing team learning, efficiency, and career satisfaction.
With support from regional human resources, SBU heads, and leadership across the organization the RTM scope encompasses design and effectiveness of overall Talent Management to include strategy and implementation of employee development programs, employee relations and retention strategy, talent-related HR policies & procedures. This role will include direct management of one content creator/trainer and will have heavy influence with other HR professionals for talent alignment.
- Build relationships with business, functional, and HR leaders regionally and globally to drive a Centers of Excellence for overall Talent Management
- Act as a point person and strategic counsel in connection with talent management
- Ensure focus on building a high-performance culture by accurately assessing talent, crafting development plans with actions, and following through on the outcomes within the system
- Consult with leadership on organizational design tied to business strategies - may include evaluating work structure, job design, people power forecasting, interdependencies, and role and responsibility clarity
- Proactively identifies organizational needs and develops/co-develops strategies for resolving and addressing those needs
- Interface with HR personnel to advance movement of talent across the organization
- Identify development opportunities including stretch assignments for identified talent
- Provide employees with leadership, coaching, mentoring, training, and performance management to ensure departmental effectiveness and productivity
- Execute a pragmatic, dynamic performance management and succession planning process to enhance core strengths in the organization and to ensure a robust talent pipeline (internal and external) of prepared leaders to support the organization
- Actively engage business leadership and HR to source, evaluate, and select talent; assess organizational capabilities and identify gaps - assess outcomes of Area/Function talent management processes
- Lead or facilitate talent assessment and consult on succession planning reviews and performance calibration process across SBUs
- Lead, develop, and track Personal Development Plans (PDP) or Individual Development Plans (IDP) development
- Own and implement Talent Management Processes which enable employees and leaders to understand and use these to manage their careers and their team’s careers
- Partner with talent acquisition manager on workforce planning, capability, and onboarding to create a talent strategy that attracts, develops, and retains the talent needed to achieve business results.
- Design, develop and implement innovative and high impact talent management programs and processes to improve the bench strength of leadership talent
- Assess current tools and utilization of L&D tools; enhance promotions of available learning and development and source as needed based on L&D gaps
- Oversee the appropriate talent-related education and training to management and HR
- Utilize SABA/Galaxy (performance management tool) data to support succession planning, talent pools, talent reviews, and performance management across organization
- Cascade content of SABA/Galaxy information including current promotions, etc.
- Ensure proper cascade and understanding of information is provided
- Facilitate, integrate, and coordinate Talent Management initiatives, including project planning, resourcing, timing, and communications
- Participate in the annual business/budget review and complete the departmental budget, as well as monitor to ensure budget is achieved
- Develop, maintain, and continuously improve the effectiveness of the Talent Management and Recruitment policies and procedures
- Adherence to NSG/Pilkington Standards of Business Conduct and its Values and Principles
- Other duties as assigned by manager
- Understands the impact of personal actions and decisions on customers, colleagues, and resources
- Develops strategic plans for their part of the business by setting short and long-term goals and objectives
- Demonstrates a thorough understanding of the key financial data that drives profitable growth in their own area
- Recognizes underlying patterns and trends both locally and globally that impact the business and strategic priorities
- Demonstrates entrepreneurial spirit by focusing on those strategies with the greatest potential for positive business impact
- Takes personal responsibility and ownership for achieving results & objectives
- Demonstrates and fosters a sense of urgency, drive, and personal commitment
- Shows resilience by consistently displaying a positive outlook and responding resourcefully when faced with new challenges and demands
- Steps forward to address difficult situations and performance issues in a timely and respectful manner
- Challenges existing conditions by setting and achieving challenging goals & demonstrates strong commitment and accountability for results
- Proactive in managing own self-development and learning activities. Reflects on and learns from experience
- Reviews progress by providing support and guidance without undermining an individual’s full ownership of issues
- Empowers work teams to take ownership in achieving business objectives and delegates work to the appropriate level
- Promotes a learning culture through coaching, stretch opportunities, sharing expertise and providing honest and helpful feedback
- Develops talent by identifying potential, determining talent gaps & guiding development
- Works collaboratively and builds trust to develop enduring working relationships with others
- Displays empathy by understanding what is important to different people, cultures, and situationsFosters a culture that makes people feel valued and respected
- Is a Role Model for the NSG Group’s Vision, Values and Code of Ethics, using them as guideposts for conducting own day-to-day activities
- Communicates a positive vision of the future that others buy into and positions ideas and proposals in a way that gets support from others
- Bachelor’s in human resources, organizational leadership, business management or a combination of education and work experience. Masters and HR Certifications desired but not required.
- Minimum of seven (7) years of experience in HR and managing HR team.
- Proven familiarity with performance management tools and relevant software
- Knowledge of labor regulations/legislations
- Good knowledge of problem-solving quality tools
- Proven/demonstrated analytical and strong communication skills
- Located within the Eastern Time Zone
- May require out of state and overnight travel (~20% annually). The travel is subject to change due to changing business conditions and may increase from time-to-time due to needs in other plants
- Ability to travel to the Toledo area to partner with key stakeholders and team
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We offer an excellent compensation and benefits package, which includes 401k, medical, dental, vision, life insurance, company paid holidays, paid vacations, and education assistance.
The Salary Range posted represents Pilkington North America’s good faith and reasonable estimate of the possible compensation at the time of the posting. Individual pay will vary based on demonstrated job related skills, knowledge, experience, education, etc.
NSG Group/Pilkington is an equal opportunity employer; M/F/D/V encouraged to apply. Qualified candidates will receive consideration without regard to age, race, color, religion, gender, sexual orientation, disability, or national origin. Applicants have the option to confidentially self-identify or not self-identify when applying.
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Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.
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